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Fire Management MOU 2026-2029
RESOLUTION NO. FD 2026-002 A RESOLUTION OF THE BOARD OF DIRECTORS OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT, RANCHO CUCAMONGA, CALIFORNIA, APPROVING A MEMORANDUM OF UNDERSTANDING BETWEEN THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT AND THE FIRE MANAGEMENT EMPLOYEES' BARGAINING GROUP WHEREAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Management Employees' Bargaining Group have met and conferred pursuant to the provisions of the Meyers-Milias-Brown Act (California Government Code §3500, et seq.) with regard to terms and conditions of employment; and WHEREAS, representatives of the Rancho Cucamonga Fire Protection District and the Fire Management Employees' Bargaining Group have agreed upon and presented to this Fire Board a three-year Memorandum of Understanding effective July 1, 2026 to June 30, 2029; and WHEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District has previously adopted salary resolutions establishing salary ranges, benefits, and other terms of employment for employees of the Rancho Cucamonga Fire Protection District; and WHEREAS, the Fire Board of the Rancho Cucamonga Fire Protection District recognizes that it is necessary from time to time to amend the salary resolution to accommodate changes in position titles, classifications salary ranges, benefits, and other terms of employment; and NOW, THEREFORE, THE FIRE BOARD OF THE RANCHO CUCAMONGA FIRE PROTECTION DISTRICT HEREBY RESOLVES that said Memorandum of Understanding with the Fire Management Employees' Bargaining Group is hereby approved and the City Manager is hereby authorized to sign said Memorandum of Understanding (Exhibit A) on behalf of the Rancho Cucamonga Fire Protection District, and the City Cleric to attest thereto. Resolution No. FD 2026-002 - Page 1 of 2 Z10Z96ed - ZOO-9ZOZad 'oNuollnlosa:l tiaoaS 'ICnawipy 01191T011,117 eivaojlleo 'e6uoweonoogauejle '9ZOZ 'I!adyjostep ,4,96slglpalnoex3 auoN :03N1`d1SEIV auoN :1N3SSV auoN :S30N aalollS 'llooS `IaegolW 'Apauuay{ `uosigolnH S3Ad 9ZOZ IiadyjoAepL,96aqluoplaypjeogplesto6ullaaWjeln6ajele 'loljlslpuolloaloidaalde6uoweono ogoueleql10sioloaalQ10pjeogaqlAqpeldopepue 'panoidde 'passedAinpseenuoilnlosaj6ulo6aao} aqlleglfigiaoRgaiaqop 'loulsE uolloeloidaiije6uoweonoogouelaqljofaelal38S `AAeSWIM11 fGelaa `fnaSl 1S311d 9ZOZ 'I!jddjoAep4,g6Slgla31WOVaNVa3AOUddV `a3SSVd RESOLUTION NO. FD 2026-002 Exhibit A MEMORANDUM OF UNDERSTANDING RANCHO CUCAMONGA FIRE PROTECTION DISTRICT Fim RANCHO CUCAMONGA FIRE PROTECTION DISTRICT FIRE MANAGEMENT EMPLOYEES' BARGAINING GROUP 2026-2029 Fire MEG MO U 2026-2029 6ZOz-9zoZnowJ3kv z 61aoueansullelua 2 ST................................................................................................ eoueJnsul'AleaHv' sT...... aoueansuldnoaOaaAoldwa9 § 8T............. aouemoiivwaoi!unti § ST............................................................................................................................... oe9Ilex 9TedauJilJanp3 awllxald0 SZ................................................................................................................................ SUNSxJoM9 ST............................................................................................................... SoijeJO ST..................................................................................................awl:Panppuespo!aad )l.IoME § zTueldjuawasJngwia}jasuadx3Ieo!PaWddb'Ia ZTb`93/) uoije!oossylgaua8aaAoldw3lue}unlonp ZT.......................................................................................................... uol}esuadwoopaJJajap9 ZTuoi}esuaduaoplen6uil!8Zb TTAedluaLuOissyJ90WO6ululeJlI- TTluawu6!ssya6uedul96ueypuofueles01. TT............................................................. Aed6u!lod6 TTaJ!yajuokelesg TT............................................................ uewAoldwE -aduo /GeleSL OTuoi1eo4!sseloajuolj!soduoRJelesQ OT...... Je4sueJluofuelesg OTuailouaa uoAjejeSt, 6..................--.--.----......................................------..--. uollowoJduofuelesE g..............................................................................."—.......................... s}uaw;snfpyAjeleSI!JaWZ luewluioddeuoAelesl g............................................................................................................ ------ sa6uejfuelesV S.................................................................................................................................... weldfaelesZ § s............................................................................................................. .......sa6uemfuelesI, § NOIIHSN3dWOOIf3-lOIINV NOIIINJODiINIT#OIINV slualuo:) C. Vision Insurance......................................................................................................................19 D. Life Insurance..........................................................................................................................19 6. Education Incentive.................................................................................................................19 7. Retirement Plan.. ....................................................................................................................... 20 A. Benefits: Safety Members.......................................................................................................20 B. Benefits: Miscellaneous Members.........................................................................................22 8. Work Related Injuries..............................................................................................................24 9. Carpooling..................................................................................................................................7-5 10. IRS 125 Plan...........................................................................................................................75 ARTICLEIII LEAVES..............................................................................................................................25 1. Holidays.......................................................................................................................................25 2. Holiday Facility Closure.........................................................................................................27 3. Vacation Leave.......................................................................................................................... 28 4. SickLeave...................................................................................................................................29 5. Conversion Factor...................................................................................................................32 6. Personal Leave..........................................................................................................................33 7. Bereavement Leave.................................................................................................................33 8. Compensatory Time................................................................................................................34 9. Administrative Leave..............................................................................................................34 10. Jury Duty.................................................................................................................................35 11. Civil Subpoena/Criminal Subpoena...............................................................................35 A. Civil Subpoena..........................................................................................................................35 B. Criminal Subpoena...................................................................................................................36 12. Leaves of Absence without Pay......................................................................................36 13. Natal and Adoption Pay.....................................................................................................36 A. Natal and Adoption Leave with Pay......................................................................................36 B. Natal and Adoption Leave without Pay.................................................................................37 ARTICLE IV GRIEVANCE PROCEDURE...........................................................................................37 1. Purpose........................................................................................................................................37 2. Objectives...................................................................................................................................37 3. General Provisions..................................................................................................................38 4. Informal Grievance Procedure.............................................................................................38 5. Formal Grievance Procedure...............................................................................................39 Fire MEG MOU 2026-2029 6WZ-9ZOZI10WJ31Natzt t, nowNoSS300f1Sd0NOUV11002NIIIX3-101111V wN31IIX3i01INV Md'l30SNOISIAONdIX3-10I.LNV SN0103NI(Id0 NV083H1A8 `IVAONddVX3-101119V SILON38303ONVN31NIVWXIEI-101INV S1HOIN39AO"ldW3IIIA3'101INV Suolllpuo0Aaua6a0w3 'Z § Etr ............................ s4LIOINjoadoaS -L § Etr ...................................................... ......S1HOIN1N3W3OVNVWIIA3-101INV Et"",-- ...... .......................................................................................... A3110d6u1IowS "9 § Zti................................•.................................--.--.---............................Alil!glsuodsaaaaAoldw3 -V § luawdlnb3Ala}eS '£ § uolleuiwr.rasiQON 'Z § Zv........................................................................ zv................................... ............................ ......................... A13dVSIA3-I011,8V ZV............................................................................................................. 3NI-Id10SlaA3`I011Z,1V 6 £.......................................................................................................................... d91S '0 6£... --- ................... ................ ......... ............. ...................... ....... 6£............................................................................................ PREAMBLE This Memorandum of Understanding ("MOU" hereinafter) is made and entered into by and between the Rancho Cucamonga Fire Protection District ("District' hereinafter), and the Rancho Cucamonga Fire Protection District Fire Management Employees Bargaining Group Fire MEG" hereinafter). The terms and conditions contained in this MOU are applicable to all full-time employees within this unit and contain the complete results of negotiations concerning wages, hours and other terms and conditions of employment for said employees represented herein. ARTICLE I RECOGNITION A. Pursuant to the provisions of existing rules and regulations and applicable State law, District hereby acknowledges Fire MEG as the exclusive recognized employee organization for the representation unit, which includes all management employees of District, who are employed on a full-time basis. The classes represented include Fire Chief, Senior Fire Deputy Chief, Fire Deputy Chief, Fire Battalion Chief, Fire Marshal, and Fire Business Manager. B. Fire MEG represents the classification of Fire Chief, However, Fire Chief is an at -will position, not subject to Article IV or V of this MOU or the District's Personnel Rules. At - will positions may be terminated at any time with or without cause or notice at the will of the City Manager or Rancho Cucamonga Fire Protection District in its sole discretion and without any right due process or appeal right. Furthermore, the Fire Chief is precluded from acting as a Fire MEG representative or being a member of the Fire MEG Board. ARTICLE li COMPENSATION 1. Salary Ranges A. Cost of Living Adjustment- All bargaining unit members shall receive a cost -of -living adjustment according to the following schedule: 3% cost of living adjustment effective the first full pay period in July2026 3% cost of living adjustment effective the first full pay period in July2027 3% cost of living adjustment effective the first full pay period in July2028. B. Equity Adjustment — Bargaining unit members shall receive equity adjustments according to the following schedule: Fire Chief 2% equity adjustment effective the first full pay period in January 2027 2% equity adjustment effective the first full pay period in January 2028 2% equity adjustment effective the first full pay period in January 2029 Deputy Chief 2% equity adjustment effective the first full pay period in January 2027 2% equity adjustment effective the first full pay period in January 2028 2% equity adjustment effective the first full pay period in January 2029 Battalion Chief 2% equity adjustment effective the first full pay period in January 2029 5 Fire MEG MOU 2026-2029 6ZOO-9zoZnow93w ,943 V Totals[(] 041o} antsnloxe `satoua6eA@/unsaqjjo %Oq uegjajowAqpapinojdosles!;! J! 'anlaaaJ01algl6tl9a.teAou96eue;euotjeoulsselo eutuan16slenpinlpulaqjjoaiowao %05leglwntwaad .toanlJuaoulJagloAuyL PUB 'saaAoldwennaujojsueld A3lllgestpw.t91-6uolpueuolsln 'leJuap 'IealpowofuogngtajuoojeAoldwewnwtxeAg b'SWjapunjgeuaq 96uujasepa}oagaiaqll!mjl}auaqstgl: 'Aanunsagj;osesodindeqjao3 •(y83n) uoijgoossy }gaugeaefxoldw3Alejunlono} uot}ngla}uooWoldwawnwtxen .q uojesuadwoopaaaa}apofuolinglaluoojeAoldw3 •t fedwjoi!un '£ 6ulleys sooaa[oldwaAuejojau `S:Odo} uot#nglaluoonAoldwa '(,,S13d„) waIsAS juawaat4adsaaAoldw3ollgndagl01suol}ngtjluooaagwawjodo-NoldAoua6y •Z daisjalgoAinda(jgoes anoge %qlepaan64inq 'peAeAjnsaqjoupegsjalgoAlnda aatdaotuaS -da}sjatq) u011e11e8goesanoge %9Z-LlepainBUInq 'paAanansaqjouIlegs48dIlegslelq aild •}algouogeiieepue 'Ialgoajl=lAlndaQ 'jatgoa.n=l .to} Aedaseqdaisdol slu9w913AeAjnS -p alep6 jagwaoapeqjAqAanansuollesuadwooIejoleqjutpapnloutpuepefia/unsaqoslell!mAInf 6utnnolloleqjjoseeoaolutaqofpalnpegospueunnoqs;uawaleRanansaqj 'pewjo}jadst Ran.mseqjgoigm6ulmpaeeAleosgaqljopueaq1puoA9qspuaixaieq} noneseqAoua6e Aamnsa #uanaaqjul -alepA@/unsLjagwaoapeqjjosejoageutpueunnouNsjunowe uot}esuadwooesogjaqIllnnelepAanunS •sa!}iedeqjAqasyvuaq}opeeibeAllenlnwssalun uollealdxenpWofjoljdjeaA941joLaagweoa ueg} jejelouuotunpueloljl!s!aAqnnalnaa iolalgetlenepuepaleldwooaqll!mla/unsaql -Iuawlsnfpe6ulntlJoIsoopueluewlsnfpe Aj!nba }aNjew6uipje6aasuotjego6auAuejolslsequosljedwooaqjsepasnpue 10!Jlsl0pue03Waa13aqjAqpannalnaI 'pajaldwooaqll!msatllojaNaewaogelpagguap! aqj joAanjnsy •#ala}stpaaljA91le/1oulq:Dpueeuapesed 'aplsaanl'l 'olae}Up 'euoJoO 'euln00 IsaMjosaljloau} aqllegssetlloRanansagl }eq199J6e1014S10pue03W911=1 :saljloAamnS •0 kenuerutpolaadLedlIn} puooasaqlAqway} apinoidpuesluawisnfpeAl!nbaaql ssaoadIllnn /fagj `SJutea}SuoopeolNionnaeaAjepualeoag1jopueofanpkenuerutpouad Aedllnj }sjqeqjao} sluawisnfpeAlInbaaqjssaooidofalgeunsljuawpedaQaoueuljaqj41 6ZOZn.renueruipoiaadAedllnjJSJIJaqjanllaa}}a }uawjsnfpeAjtnba %E SZOZAaenueruipomadliedllnjJsalJaq; anl:Paj}ajuawjsnfpeAltnba %Eaaseuew LZOZAjenuerulpouadAedllnjIsigaqjanlaaa}}aluawlsnfpeAl!nba %EssauisnaaaEj An individual is "eligible to receive" an incentive or premium if that individual can receive the item upon satisfaction of specified conditions (if any), without limits as to the number of individuals who can receive the incentive. For example, if a specialized training incentive is available to each individual who achieves the specific technical qualifications, the individual is "eligible to receive" that incentive even if he or she has not yet attained the technical certification that is required to actually receive it. Conversely, if a department offers a premium that requires training but only grants that premium to a limited number of individuals or only to individuals in a certain limited number of assignments, the number of individuals above the limit are not eligible to receive the premium. In those instances, the stipends may be reviewed and discussed on an individual basis. E. Survey Procedures and Users: Any survey element that is expressed as a percent of salary will be converted to a dollar amount using the top step base pay for the classification and agency involved. Multi -tiered survey elements involving medical benefits or other health and welfare benefits will be surveyed based on the compensation provided to new employees for that element. If applicable, other multi -tiered incentives will be surveyed at the highest amount of incentive pay obtainable, so long as the thresholds in Item C.5 are met. For comparison purposes in determining a market average, the high and low (of those that receive any given benefit) will be dropped for each salary element, except base salary, where all survey agencies will be used. After dropping the high and low agency, the mean average for the applicable survey element will be calculated. The resulting average numbers for each survey element will be added together to determine a cumulative average total compensation. The results may be used for comparison purposes in negotiations involving future compensation adjustments. There is no obligation to implement and salary element or to make any compensation adjustment based on the survey results and the parties acknowledge that other factors, including revenue, staffing, PERS contributions and other post -employment benefit ("OPEB") costs play a significant factor in the ability of the District to implement any survey element. Survey Example: 1. Look at a particular benefit at the maximum level achievable (in this example highlighted in yellow for each city): Chino Valley Fire District 7% City of West Covina Benefit X 3% or 5% City of Riverside Benefit X 5%; 10% or 15% City of Pasadena Benefit X 3% or 6% City of Ontario NIA City of Corona Benefit X 2% 7 Fire MEG MOU 2026-2029 6WE-szoznowo3woalzt E aoinJasJosgluow (9) xtsJG:gEnnalnaafueles1pawajojalgt6tlaareuoilowo-ldjo luawelelsulaa 'luewAoldweleut6iaouodnydalSlepeoeidaaeognnsaeAoidw:; -e 6ulnn01101aglg;Innaouepi000eulsaseaJoulfueles luawaolpaaaptsuooaqilegssaGAoldw3 'la1140aaldagl.loIenoiddepueaostnaadns s,aaAoldwaaqljouol}epuawwooeiagluoAluopaluel6pueaouewiopedqof uodnpaseqaqIlegslnq `otlewolneaqlouIlegsabue.ttielesaulgltnnluawaouenpy sluawlsn.pyAjejeSjpeiN 'Z latgoacideqlAqpezljoglneaqAewa6uej fuelesaqluidalejegOigaleluawluiodde `paigenbMannAlleuotldaoxesialeplpueo eJopaaalunoouaaiesaillnol4lpluawlmaoa.tlensnun }l •paleoollesisselojlagl golgmofa6uejtielesagljo „d„ dalSlepajesuadwooaqIlegssee4oldwennaN jU9WjuIOddeuoA.1eleg ' L bulnnollolag} gltnneouepj000euiaqIlegsabuejaglulgltnnluawaoeld aseaaoul %9a6uizileeidaisluaiinojieglleuiewajIllnnseaAoldwa IIV "ale.tdaislsigluaaanoaq} 6utleulwilapuealeosaqj6ulplisuagldaisleuoiltppeue 6uippeAqpegstldw000eaqIlegsslgl .8Z0Z /UenuepulpoijadAedIlnlIsigagl %qpue LZOZkenueruipouadAedllnjlsj!leq} %qoflualeninbasaleosAxles aigouoilelle8 pue `latgoAlndap '19140amldaglofluawlsnfpealeostiaelesaaptnoidIII + loulsl0aql jalgouollelleq aitdNeanna . nogol, aqlanoge %9Z-LlelassilegsjenaiijaolfuelesaqI -dale goeauaannlaq (%q) luaoiedanllAlalewtxoiddegltnn '3g6nojglypelegel `sdals (g) anll6ulnegs96ueJ10slslsuooIlegsjeVyaildpue .laig0u011elle8aolfuelesaseqagl daisgoeauaannlaq (%q) lueoaadanl; Ajejewixoiddeql!m `=Ig6noaglypalagel 'sdels 9) xle6ulne4sa6ueJ40slslsuoolatg0ajl=jRlndap 'laigoajldaolfuelesaseqag_L sa6uegoasaglwo.ijllnsaaIIIMsale] Redsae4oldweaqlofsa6uego ON -IegsleVVaJUpueuollelleeaaldJoia6uejfuelesaqlwojlgodojpIltnndale -4 puesuotltsodlalgoAlndaQaJtdpuelatgDaJldcol96MAaelesaqlw044odojpIII ++ daisE) "ole `Sdalsnnauaq; sawooeq0dels 'ydalennauaglsawooaqdais9dals aIagnn 'pazlue6aoaaaqIltmsdalsAjelesaql -panowa.taqIIIN+ `s uetlieao} `elnpagos fueleseqluisapelesdale ,V,, `6LOZlsn6nyuipotjad ,LedIlnllsaijaqlanlloag-3 sauejMeje§ .d ueidLIBIeS7 § 9aqofpownssesisesodinduosijedwoolajewaolXlllaua;3 'sngl -1, 1%9 = £ 1(%L dA0 + %9euapesed + %9O.M)) salltaaaagl6utu1ewaJa6ea9ny .£ lgauaqagljagolegl salou06eanllaql6uoweWOII (%euoJoO) nnolpue (%SeaplsJantj) gbigdoj -Z Subsequent merit salary review dates shall fall upon the completion of twelve 12) month service intervals. b. Employees who are placed at Step B or above upon original employment, reinstatement, or promotion shall be eligible for a merit salary review after six months of service. Subsequent review dates shall fall upon the completion of twelve (12) month service intervals. c. The granting of an official leave of absence of more than thirty (30) continuous calendar days, other than military leave, shall cause the employee's merit salary review date to be extended the number of calendar days he or she was on leave. d. If, in the supervisor's judgement, the employee's performance does not justify a salary increase on the review date, the employee shall be reevaluated before the expiration of six (6) months dating from the employee's review date. If the period of postponement exceeds three (3) months and the employee receives a salary increase, the employee shall be assigned a new review date based on the date the increase was granted. e. Authorized salary step increases shall become effective at the beginning of the pay period nearest the employee's review date. f. Should an employee's review date be overlooked, and upon discovery of the error, the employee is recommended for a salary increase, the employee shall receive a supplemental payment compensating him or her for the additional he or she would have received had the increase been granted at the appropriate time. g. The normal merit salary increase shall be one (1) step granted in accordance with the preceding. However, to reward outstanding achievement and performance, the Fire Chief may grant one (1) additional step increase not to exceed one (1) step in any given six (6) month period. h. In order to address a situation where in application of this section would result in the inequitable treatment of employee and upon the recommendation of the Fire Chief and approval of the Board, an employee may be placed at any step in the salary range for his or her class. 3. Salary -on Promotion An employee, who is promoted to a position in a class with a higher salary range than the class in which he or she formerly occupied a position, shall receive the nearest higher monthly salary in the higher salary range that would constitute a minimum five percent (5%) salary increase over his or her base salary rate, provided that no employee may receive a rate in excess of the top step of the 9 Fire MEG MOU 2026-2029 Ewe-9ZoEnoWJ3pva-r3 H PUB „a}ea-,„ asepaleu6lsepaqllegs994oldwaaqjjofuelesaqj 'sseloMau 041 }o96uejaqjjownwlxewaqjuegjaaleai6s[ 994oldweaqjjokelesaqj11 -a 86uego }oulllMaIepnnatnaaiJelesI!JawpueAjelesaqj'sselosnolnaidaqj seawesaqjslSSLI0Mau94140abuejfuelesaqjpuesseloMauaqj10abuea fuelesaqjjownwlxeway} ueglssalJoawesaqjslaaAoldweaqIjofuelesaqljl -q palowoaduaaqpeqaqstoaqjlseaauuew awesaqjui }asaqllegsa}epnnaln2aAaeles }!Jawpuefieles 'sselo -Iawjol aqjuegj96uejfuelesjag6lqa41Mnsseloao} paljlsseloajsluoillsodago }I -e Smollo} sepaulwia}apaqllegstieles 'uoi}lsod aqjo} paluioddeslaaRoldweaqjpuepag!sseloaisluolJlsods,aaAoldweueuagM u04e04rsseloaluoWsoduoAjelegg 96uegoIOUlleysa}ep nnalnaatieles ;!Jaw941pepanlaoaaA[snolnaada6uer /tielesaqjuldalsawesaqj anlaoajllegsa6ueafuelesawesaqj6ulnegsseloJelrwlsauluolIlsodaagoueol 10sseloawesaq1uljayjoueofuolllsodauow04paJaa}suealsloqmeaAoldwauy aaIsueaIuoAjejeS •g sseloaamolpiesuisnonulluoouaaqpeqsaomiasaaqjoslyjIsselojamolag} ulpanlaoaJaneqpinomaqsjoeqdaistieleslegl — uoilowapfueulldloslp-uoN -q Aedui uor}onpajjuawad (q) angajsealJe6uinla3eJs,eaftoldweaqjuillnsaill!mgolgm a6ueifuelesaamoleqjuidalstielespaIeu6rsapAue — uollowapfueulldlosl •e 6uinnollojaqjqj!Meouepa000eui /tielesaanlaoaJpueuolJowep aqj10a#ep9AI#00JIGeqjuodnpaseqa}epnnalna-1f0elesThawMauaanlaoWIlegs 96ueJtielesaamolaqj!Msseloauiuolllsodaofpalowapsloqmaafoldwauy uoljowapuoAJEJeS -tj wnlwaadVS-ijaql6ulpnloul 'Icedjoajejaseqsnolnaads,aaAoldwa 041iaplsuooll!m }uewaoelddalseql -j@le9J6slaanagolgM 'a6uealuelesieg6lq aqjjodals }saltaq; jo %S; Isealle }oaseaiouldais-auoauijlnsajlip }eg} dais AjelesalgeollddeeqjlepagsilgelseaqllegsdalgoallyAndaaof6ullowojd saaAoldwoaoluollesuadwooAjelesaseq - jaigoaalAAlndaaofuoljowojd -e uol#owoadjoelepanll.oaj}aaqjuodnpaseqaqllegsalepMau9q1 -}uawaouenpe daistielesajnlnjjosasodindaola}epMcIAGatielesTawMauaUGA16aqllegs aaAoldweagl -Allua.unouooaseaiouileuollowojdaq} pueNofpal}lIuaaslnnJag;o A) aseaJauljlaawaq} OA1909JllegsaaAoldweaqj 'ajepnnalnaJIGelesIpaw palnpagosajosRep (pg) Apsulgl!msin000uollowojdaqj11 'sseloleuollowojd shall not change during continuous regular service until the maximum of the salary range to which the class is assigned exceeds the salary of the employee. 7. Salary on Re -Employment An employee recalled after a layoff shall receive the same salary step in the range of the class which he or she was receiving upon layoff. 8. Salary on Rehire Upon rehire, an employee shall be placed at such salary step as may be recommended by the Supervisor and approved by the Fire Chief. The employee's merit salary review date shall be based on the date of rehire. 9. Acting Pam Acting pay shall be one (1) step, approximately five percent (5%), above the affected employee's base salary rate. To receive acting pay the employee must: a. Be formally assigned only doing the duties appropriate to the higher class. b. Work in the higher class at least fifteen (15) consecutive workdays, five (5) shifts for employees working twenty-four (24) hour shifts. Acting pay will be paid beginning with the sixteenth (16th) consecutive day worked in an acting capacity, sixth (6th) shift for employees working twenty-four (24) hour shifts. c. In any instance where it is reasonably anticipated at the commencement of the acting assignment that the assignment is likely to extend beyond fifteen (15) consecutive workdays or five (5) shifts, the described five percent (5%) acting pay shall commence being earned from the first day/shift of the acting assignment. 10. Salary on Change in Range Assignment When a class is reassigned to either a higher or lower salary range by the Board, the salary of each incumbent in such a class on the date the reassignment is effective shall be adjusted to the step her or she was receiving in the former range. 11. Training Officer Assignment Pa The Battalion Chief assigned to a 40-hour schedule as the Department Training Officer or a special assignment shall receive additional compensation (stipend) based on the step the employee is currently earning. The compensation (stipend) shall be in addition to the regular compensation paid to the employee. Effective the first full pay period in July 2023, the stipend shall be 11 %. Fire MEG MOU 2026-2029 6ZOZ-9ZOZnowJon &rfj ZI suoiingpjuoo6u!nlaoajsaalfoldua3josselopaugaa •8 wei6otd6u!punjeoueansu! glleaqIOPIslpAuewo4laede puealejedasu!ewaipue `eqIlegsIsnjlaql -slllauaqluawasingw!aiasuadxa glleagaaallaJCOIap!noidofaqllegsIsnilaqljoasodindaql („IsniaqI ja:Ueajaq) lsnrlIgaua8aeAoldw3sa94g61.qaj13toI!ounooalelsuol6ulgseMagl toCdA3WdJVI,, aqI `aalleaJaq) ueldIuawasjngw!alasuedx3leolpan33yIagl QmIuawa9a6eueORpa.raluaseq03W9113aqIIeglsa6palmouNoeIoIJIsICIaqI luawa6palnnogoy -y ueldIuawasingwlaglasuax3IeorpaAJJVI 'a 0V$ 3ouollnq!jluooRIN99mlq eslenbe000`Z$ joLedaseqAINeam-iqy :eldwex3 •po!aad-Aedladfuelesaseq jo %Zalnq!aluoo11!AIolals!0aJI3aql `6oZIsn6nyu! pouadAedIln} Isigaql9nlloa}}3 luawnoo ueldaglql!MAI!twoluoo ulpuesuo!leln6ais2ilAqpall!waads! IuawpuaweqonsIeglpap!noidaeaf[ jadeouo papuaweaqAewsuo!lnq!1juooaaRoldwa 'uo!unaqItoU0119JOsipaqIIV -suo!s!notd Shcgl!maouepa000euis!seqxel-aidauoapewaaepueluawe6ueajeuoilonpaa tielesag6noiglsuo!lnquluoolo!als!pseapewaqIlegsweldaglofsuo!lnquluoo nons!qIofwnpuappeue sepags!lgelsaaqofalnpagosaof6ulpj000eueldeqluialed!oi:pedofalgftleaq !legs saaAoldwepaluasajdaj -sasuadxeejeoglleaqajnln4jol6u!uueldqj!msaaAoldwe ls!sseofuolleloossyIrlaua8a9Aoldw3fuelunlonIuaiuuaanoE) eluaol!le0aqI g6nojgl (V93A) uolleloossyI!laua8aaLoldw3tielunIOAapags!lgelsaseqAj!oeql d83uolleloossyI4auaBasofw3AjejunjoA ':D aa6euenssau!sne 17 `Jalgouo!lelle8 9AIndoCIpuelargoAjndaQwyao!ues S smollolseaaesuollnq!jjuoopled-lo!jls! aylwelde60I' aqIOwltielesaseqA+Igluowtoa6eluaoaadasampluooIo!jls! aqI uo!Iesuawokpa.ualap •8 saben6uel ueaao){ ioaseu!go `gs!uedSaqlu! Aoua!olloida!aglburlellsuowepuo!Ieulwexa uessedIsnwse9Aoldw3 •gluawgad (OO'gZ$) SJellopan!I-/(luanastoalesaqI lepalesuadwooaq11egs /fedIen6u!l!qaol /fl!lenboqmsjagwewl!unbu!u!e6ae8 uogesuawoolenu!l!8 ,Z6 The "Defined Class" of employees receiving contributions to the Trust as set forth below, consists of all employees represented by the Fire MEG. C. Employee Contribution Amount The District shall withhold a mandatory pre-tax per pay period contribution set forth in Table 3.1 below from the pay of every employee of the Defined Class based on the employee's date of hire with the District. The District shall transmit such contributions to the Trust pursuant to the requirements in Part (E) below. No employee shall be permitted to opt -out of the mandatory employee contributions or receive any portion of the contribution in cash. Table 3.1 Employee Date of Hire with the District Per Pay Period Employee Contribution Amount Prior to 2010 200 2010 through 2019 150 2020 through present 100 D. District Contribution Amount The District shall not make recurring monthly or pay period contributions to the Trust unless expressly set forth in this section. 1. Transfer of Employee Sick Leave --At Retirement. For every employee in the Defined Class, the District shall, upon the employee's retirement from the District, irrevocably contribute to the employee's Trust account on a pre-tax basis, an amount equal in value to 100% of the payments that would otherwise be paid to the employee for unused Sick Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the value of the accrued Annual Leave to a District sponsored 401(a) plan, 457(b) plan up to allowable IRS plan limits and/or apply unused Sick Leave hours to CalPERS Service Credit. No employee in the Defined Class shall have the option to receive cash for the value of the accrued Sick Leave in lieu of making contributions to the Trust and/or 401(a), 457(b) plans or CalPERS Service Credit. 3. Transfer of Employee Vacation Leave — At Separation. For every employee in the Defined Class, the District shall, upon the employee's separation from the District, irrevocably contribute to the employee's Trust account on a pre-tax basis, an amount equal in value to 50% of the payments that would otherwise be paid to the employee for unused Vacation Leave. The employee, by written election received by the District no later than 30 days prior to retirement, may elect to direct any portion of the 13 Fire MEG MOU 2026-2029 6Zoz-9ZOZnowJ3Wew-q t% I. sse10paur}apaqju! saaAoldwaIle jotAJOIL-puews! u011eoWpowaq1se6uolse 'luawaej6ys!qjjoesjnooaqjSulanp uol#esuadwoatie}auowanlaaajofalg!6!lasiaaAoldwgag} goigmjolaneal aaAoldwejojalsuejlAjolepuewag1apnlouiofjo `jean[ leosgjadaouo (Cu01109S) uo!lnq!jluooAlgluowaaAoldwo /JojepuewaqjjojunoweaqjAj!powAIanljoedsojd of `solnjlec.ualuts,0301ajr=[ aq} ofbu!pj000esjagwawsj! JoIenojdde o} joafgns `jg6!j81-11seqJAWaj1=1aqj1egjaaj6e0301aj1=1aqlpue1o!j1s1paql suo!lnq!jluooa@AoldwEjjouo!jeog!poNl .0 aoL40Isnjlaq101u011ew10julaaAoldwes!qjjouo!ss!wsuejI jolss000jdjowjoj}eldjalsuejjelepajnoesaap!nojdIpmao!jj0Isnj1ag1 u04ewjoJu1ag; o; s961-1e140Joao4ouseglou}sr agj Janauagnnao!40 }snjlaqjo} uol;ewjojuls!g} ofselepdnpussIlegspue 'Isnjlaqj Aqpa}sanbaiAIgeuoseajjewjoleul 'ao!go }snjlaqjofsaaAoldwElbul;nq!j4uoo Ilejotuol;ewjojuipejuoojojjodajle!j!urueap!nojdosleIlegs }outs! aq1 uoseaj uoljejedespue 'algeo!lddese 'elepuo!jejedas `algeo!lddese '}unowejajsuejj aneal 'Junoweuo!lnq!j}uooaeAoldw3 'junoweuoilnq!jluoo #ou;s!©'ssajppe bu!I!ewawog 'elgeo!lddese 'j!un6u!ule6jequia6uegojoalep :j!unBu!u!e15jeq aj!qjoalep 'japueb 'L4p!qjoalep '(anealuo 'an110e `'6a} snlejsaaAoldwa jagwnNAl!jnoagle!oog 'jagwnuaaAoldwa 'algeo!IddesexiMnsg1!m 'aweu selpueisjgaaAoldwe :wnw!uiwa }eapnlouill!M:podajaql -spun] uo!}nq!jluoo ay} joId!aoajjosAep (q) GAgulgl!Mao!}}0IsnjlaqjAqpanlaoajpue `IsmI aqjAqpalsonbeijewjojeqjul 'Isnj1aqjofjuasuo!lnq!jluoogoeajolsaaAoldwa 6u!}ngpuoojoljodajaao!.4O }snjlaqjof1!wgnsRlleo!uojjoalallegs10!j'GslaaqI ao!jojsnj1aqjof6uljjoda:l u!ejeqg}jojjassuo!}nquluoopaj!nbajaqj6u!}!sodappue6u!iodaj 01pje6ajuijsnjlaqjAqjassalnjqmAldwooIIIMpueisnj1aqj6ulujaA05 luawaaj6yJsnjlaqjjoid!aowse6palmouNoeAgajeq ;ou}s! aql •aaAoldwa aqjo; elgeAedueaqaneqpinomjuawAedeqjalepaqjjosAepo£ u!gl!mjsnjlaqj 10ue!poIsnoeqjofAllowipurajagy}jojjassuo!jngpjuooIleIpwpegs10!j}s! agl suo!jnq!jjuo3joaouell!woj ' gseou! aaAoldwa6u!jejedaseqj ofpledaqllegsanea-1uo!1eoenpasnunpuepenjooejojonlen %pq6u!u!ewajaql sueld (q)L9-Vjo (e) 6o#, jo/pueIsnj1aq1o} suo!nq!juoo6u!Iewonailu! u!ajaggjJOJ19saneaquo11e0enpanjooe ,jo %Oqaqjjo anlenaqljob. gseoanlaoajofuo!ldoaq} aneqIlegssselopaugapeqjuia@AoldwaON sl!w!lueldS2jlalgemolleofdoueld q)Lgt,joueld (e) LoJ7pajosuodsI,ouIs!Qa01aneaIuoReoenpanneeqj;oonlen H. Indemnification The Fire MEG agrees to indemnify and hold the District harmless from any liabilities of any nature which may arise as a result of the operations of the Trust, except for the obligation of the District to remit and report on the non -elective transfer of contributions as described in this Section. 3. Work Periods and Overtime A. Work Periods 1. Employees assigned to 24-hour shifts shall work a Kelly Schedule that consists of a 24-day rotation pursuant to section 207 (k) of the Fair Labor Standards Act FLSA) as follows: SUN MON TUES WED THURS FRI SAT 2. The pay period for shift personnel is 14 days. Overtime is paid for time worked in excess of one hundred six (106) hours in the pay period. 3. The work period for forty (40) hour personnel is seven (7) days with overtime being time worked in excess of forty (40) hours in the period. B. Work Shifts 1. All twenty-four (24) hour work shifts begin at 0800 and end at 0800 the following day, twenty-four (24) hours thereafter. 2. Personnel assigned to a forty (40) hour schedule shall work Monday through Thursday from 0700 to 1800 inclusive of paid breaks and unpaid sixty (60) minute meal period. C. Flex Time 1. The work schedules of employees assigned to other than fire suppression is subject to change depending on needs of the service or desires of the concerned employee(s) (see item 3). 2. The District shall not change work schedules when the sole purpose of the change is to avoid payment of time and one-half for overtime. This, however, is not to be interpreted as preventing a schedule change upon the mutual agreement of the District and affected employee. 15 Fire MEG MOU 2026-2029 6ZOZ-9ZOZnokvJ3Wa#:j 91 paNaomsanoqpaaap!suo3jouaouasgejoanealRluoaqjeqIlegsanealAJEI!I!w J3yspaepue4Saogeja!edaqjaapunAedawijaanobuilndwoojosesodandand -S Aedjoalea (q• l) jIeq-auo pue-aw!} 1epaNaawawI}aanoAueaolaleaanoq (gg) XIS-A)jgaqjJeawllaanopled aqII!Msjalgouollel}e8uoissaaddnspuebululealuljalyou011e1je8al :sa6eM 'Z@lei Apnoqanoq-ggaqJaulwaalapo} Z66ZAqpap!nlpuayjpueZ6AqPa!ldlllnwaq I!!M@leiinoy0t, Algluowaq} 'ejeainoq-ggaof94eimoy-0t7a6uI}Januoaao3novy slgiuipau!l}nouopesuadwoo6u!/ i4!lenbaaq}opue 'uoilesuadwoolenbu!l!8 'AEdanlIuaouluoijeonP301Pal!wlljou jnq6u!pnlour 'sanlaoaaeaAoldwaue }eqjuailesuadwooImadsjoswaojalgl6!iaIle apniouiII!nnaleaawl#aanoaq1 -ajeaanoq-gSagIleGjeq-auopueawl} le) awl}aanopled aqpegssaakidwe 'alnpagosNaonnuoljeol !sseioanoq-0tpalnpaLlosAllewaoualagj joap!slno (juawu6!sseanoq-gg) (lpedeouoissaaddnsaqjuipeNjomsanoylieao,quawu6isse anoq-ggaofpau6lsseseNaonnuoissaaddnswaopadIIIMluawu6isseanoq0{, apau6lsseAlaeln6aasaeAoldwesawilawospueluawu6isseanoq-0t, aofpau6!sseaae ( juawu6lsseanoq-gg) sappuoissaaddnsofpau6lsse (Iaein6aasuo!eo>}rssel3u! saal(oidwasaw!lawoS {aamaadsanoq0ti laonnleglsuolJeOg!sseloanI}ealslu!wpeui saaAoldwaseMannse 'Neemaadsanoqggjo96eaanelieiaonnognnsognpuoissaaddnsof pau6!ssesuolleo4pseloulsaakidwssapniouia!un6uluie6aeqsiglawl}aano aolalgl6ilasaa/[oldweanoqjao} 'liedjoai.eaaeln6aaaqj (g- I.) Ileg-auo pueewlltoaleaeylleaqHeyspeNionnsanoqawllaanoaoj /fedjoa}eaaql ' edaw! Irano3a}el anoq /, anlaaeaoNaonnwoadApeaJnoqLAGanealofalq!6ileaaeooeldNionnpau6lsseAllewaou a!ayjolulaouelsipaqjJoQ/opgpuepopedAedsqjjo %pg ;sealleloodaeooqm saaAoidwa 'Alleuo!j!ppy -AlaeaanoqV, Naonn6ulnealaoa}elanoq % Niomle6ulnlaaepue younganoq % e6u!NejAqalnpagosalagljouoil.eaalle }senbaaAew 'senssiaaeopllgoo} anpd!gspaeyaouepadxeOqmsaaAoldwa 'uoilejuawaldw! 06/I aqjq}!MalnPagoS01 / f ' aoswadnea! ayljolenoaddeaqluodn NoonNionnalq!xeljalaonnofpannolleaq !legssaaAoldwaluaweBeuel/ll -gasne3lualolmns puepoohaoljnqsa6uegoalnpagosjoagejouII!nnjoulslpaql 't, saouaaa}aad aaAoldwananoaouepaoaad aNejII!MjoulsiQag} Aqpau!w3alapseaolnaaseq, 10spaaulegl 'aanannoq pap!noad 'palepoww000eaqII!nnslsenbaaBonselq!ssodaanauagMsisaaalu! Ieuosaad ssaappeofsa6uegoainpayosIsenbaaAmsaeAoldw3 .£ 4. For the purposes of this section, work time shall not include traveling to and from the normal work site. 5. All non-exempt full-time employees who are called back to work from off -duty as a result of an emergency, shall be paid at the rate of time and one-half (1/2) for any hours worked, with a minimum of two (2) hours pay for each emergency recall. Employees required to work more than fifteen (15) minutes shall be compensated for a minimum of one (1) hour; any time worked over one (1) hour will be paid in one-half (1/2) hour increments (fifteen (15) minutes work shall constitute one-half 1/2) hour). Time spent in traveling to and from the worksite shall be compensated in accordance with FLSA. Employees required (held over) to work more than (15) minutes overtime shall be compensated for a minimum of one (1) hour. Any overtime worked in excess of one (1) hour will be paid in half hour increments. Provisions shall be made for an equitable distribution of overtime, consistent with efficient operations of the District. 6. The City and Fire MEG acknowledge that the District is a mutual aid provider through the California Fire Service and Rescue Emergency Mutual Aid System and receives requests to dispatch employees occupying positions in classifications represented by Fire MEG, and emergency apparatus under the terms of the California Fire Assistance Agreement to local, state or federal emergencies throughout North America. a. Mutual Aid Compensation: The Fire Chief or his/her appointee shall have the sole authority to approve or deny the assignment of personnel to a major fire or disaster. In evaluating such a request, consideration should be given to the overall potential impact on department staffing and operations, including, but not limited to, operational readiness and any expectations of a response from the District. When applicable, the Fire Chief will establish expectations of maintaining availability for City business during the assignment. Fire MEG employees assigned to non -shift, administrative positions, who are away from their official duty station following an assignment to a major fire or disaster outside the City, which exceeds twelve (12) hours in duration, shall be compensated portal-to-portal in accordance with ARTICLE 11 §3. E. 1. for all applicable hours worked beyond their regularly scheduled workweek. Time spent on routine or ancillary duties, including but not limited to regular administrative responsibilities, shall not qualify for overtime compensation under this section. Overtime must be compensated as pay. The overtime rate will include all eligible forms of special compensation that an employee receives, including but not limited to Education Incentive Pay, Bilingual Compensation, and other qualifying compensation outlined in this MOU. Portal-to-portal payment begins at the time of dispatch from their official 17 Fire MEG MDU 2026-2029 6MO -9ZoznokvJ3Wo_#j fiI IeolpensaaAoldw3ollgnd 'elujoJlleojoajeJSagJgBnojgJaouejnsuileorpaw uleJulewofJueM `V661 `Li, jagwanoNJ9:4epaiiqsaaAoldweawiJ-lIn} Mau [IV JoaJ.aOjul06sajejMaueqjuagMJoaga Olul6u106sa6ueyogJIMpopedJuawilojuauadoaqj6uljnpAllenuuepa}elnoleo aqIIIMS96e19Ae }unoweuoilnquJuooflgluowaql -AjunoooulpjeujagueS 6uljanoosjegwawJlun03AajldaAlJoeofalgelleAesaJejleolpaw (VOHW3d) tweiBojdajeoleJldsoHpueleolpalNseaAoldw3ollgnd„ algl611a96eJaAe aqjofIenbaJunowe /flgJuowale `i,66L `LI• jagwanoNJ94epamqsaaAoldwa swig -lintIlejoleouejnsuiq}leaqAllwejpueaaAoldwopledaPlAojdllegsJoulsl •£ tr666 `L jagwanoNJoseseaAoldwepajlJajpueew1J-liniBuilslxe fiejoleouejnsuiL11leaqAlpejpueaaRoldwapledAllnjaplAojdI1lMJoIjJs60 •Z VOHIN3d) wej60jdajeoIeJldsoHpueIeolpalNs,aaAoldw3 ollgndeluao}Ileo40aJeJSaqjgBnojgJeouejnsuileolpawapinojdIIIMJoulslp1 aouejnsulReaH •d BuIMoIIoJ. aqJWmaouepj000eulsueldeouejnsuidnoj6GP!AojdofsaaAeJopp(] aouejnsuldno.iE) 9oAolduj3 "g § VI-L6pueLLSdJCPmaouepj000euluol#esuadwoo seSa3dieOofpaliodejaqIIIMJunoweeql •jeaAIeos!} MauaqjjoBuluut6aq aqjja:gepooedAedllnjtsaraqjqpmJuaunouoapledaqIIIMaouemollywjojlun aql 'petsofswjopun (t,) inolJoasegojndeqjjobaaAoldwojadRllenuuepgZ`Z$ jownwlxewaof 'suoijeln6ajpunssalms,Jopjslpaqjulpayloadssesalopewjollun10 asegojndaqjjo} aplAojdofslaoueMollywjojlunuoIeo6sJlJegjsajelndilsJopp(] aql8 uol}egojdjouoijaldwoo941leswjojlun ysselouMoj19gJAnqJsnwsjagwawuolssajddnS -sJuawajlnbajS2jDdleoalgeolldde gJ1Msouepj000euluoilesuedwooseS:3dle0ofpapodejaqIlegspaplAojdswjojlun Ie11lu1asag1joonleAaql •aJepJjelsjaqjosiqofjorjdwjojiunajeaMofpajlnbaj sloqMaaAoldwagoeajolswjollunNioMjoSias (t,) jno} apinojdllegsPPISraaql •y aouemolIvwjojlun "ty § aw11bu1JjeJsIewjouaqjajo}aq }}!gs joMjelnbajjaqjoslqsul6eq eaAoldwaaqJuagMjoAeplioMpapuajxaue ;0Juanaaqjulwnwiuiwpies6uulnbajse paJajdjalulaqofJousluoljoasslgl •sjnoqAinp-}}o6uljnpNioMof@wooofIleotoljJslaaof spuodsajoqMaaAoldweueofpaJlpajoaqIIIMaw1J ljoMjosjnoq (z) oMJ4ownwrulwy N0e8lleo •3 Aj!:Deqj10aplsinojelseslpjoajyjofewaofJuawubisse j1agj6uijodajpue6ulpjooajAlalejnooejob. alglsuodsajajesaaAoldw3 •AJlo aqlulgt!Maolnjasul oeqpaoeldaqofalgelleAeWelauumedpueJuawdlnbe uagM 'uolJeoolJegjofujnlajjlagjpunsanupoopueuoileoolAJnppaubisse and Hospital Care Program, upon their retirement, shall be responsible for paying their own premiums. 5. Upon written request of the employee, along with verification that their spouse and/or family can provide full health insurance, cash compensation in lieu of medical benefits in the amount of $200,00 for single employees or $300.00 for employees with dependents, may be provided to the employee. Selection of compensation shall be at the employee's discretion. The employee may reenter the District's health plan at any time. 6. Affordable Care Act (ACA) Reopener. The District may reopen negotiations on the issue of health insurance benefits to address changes to or statutory scheme that may result from an interpretation of the ACA an in order to avoid penalties or taxes under the ACA or other statutory scheme by the Internal Revenue Service or other federal agency (including, but not limited to, a revenue ruling, regulation or other guidance) or state agency, or a ruling by a court of competent jurisdiction. These negotiations will not result in a reduction in the amount the District provides for employee health coverage. B. Dental Insurance District shall continue to provide fully paid employee and family dental insurance plan for all full-time employees. C. Vision Insurance The District shall continue to provide vision care coverage for all full-time continuous employees with a maximum payment not to exceed $22.25 a month. Employees agree to contribute 0.02% of their salary adjustment to fund their contribution of $2.00 a month for vision insurance. The above amount of $22.25 includes the employees' contribution. The employee shall pay the cost of vision insurance in excess of $22.25. In the event that vision insurance premiums exceed $22.25 during the term of the contract, the District shall provide advanced notice to the representatives, if possible, at least thirty (30) days. D. Life Insurance The District shall provide a fully paid $50,000 life insurance policy for all Fire MEG members. 6. Education Incentive The District shall provide to employees an educational incentive equal to the following: Bachelor of Arts/Bachelor of Science of Fire Officer Certification Increase to $350/month effective the first full pay period in July 2026 19 Fire MEG MOU 2026-2029 6zOz-9zOznopvE)3Wa11j OZ uoijesuadwooleUijJeeAi, ZvOOZ § JonlNnS696b !analglibtLq6Z § einwJodIlndogle %£ Z,Z9£bZ § I.40Z6WinrofjopdpaJtgseaofw -- IJa11 6uimollolaqjopnloui saaAoldweAjejesoilgndJolsigauagIuasWd •loulsiQaqjAqpledWEueldsJolJIsip aqjJapunsaaAoldwejopIslQpapinoJdslgauaqlie `uiaJagpaciposepsejdaoxEl waISASjuawaJijays,aalfoidw-3ollgndeluJOAlBO10alelsaqjulpalloauasljopISIC] sJagweVN }ajes :sjUaua8 -V ueidluawOMIG { 'L § u01jeo9paoapueoaJ6apagloqJob. AedanlJuaouruoijeonpaanlaoaJ9a4oldwauellegsJaq}!aN •osie9AIJu80u! uoijeonpa paziubooaJJamolag; JawosieanegAGgjJagjagM10ssaipJe6aJRedantIuaoui auoAluoanlaoaallegs 'uoljeo!J!7pgOJeo!gojaigoJoaoualoS10JalseW/SIJV40J918eW aqjaqpinomyoigm `an!}uaouiuoijeonpapaziu6omjsag6lgayjslaawoqmaaAoldwa ueIeg} 6ulueaw `an14einwno-uouaqilegssanlJuaou! uoijeonpapauolIuaw-anogeaqI leugaqllegsanlJuaouiuoijeonpaueJol A}!llgi6lle6uipJeftuoijeumialapsjatgOaJidagl •leullaqIlegsaniIuaouiuoijeonpa ueJolAl!pci6lle6ulpu6aJuoljeuiwaaIapsJelgoaJl=IaqjaaJ6apaqj4oaouenssi Jo} sjuawaJmbeiliepewJojJadAlleuosJadaafoldwajoafgnsaqjleg; funfiedjoAlleued JapunuoijeJeioapaAqpaiuedw000eaqIlegsauiluopauJeaseaJ6a •Jaa!J}OdalgOJo Jeo!}}OaJtdJolllegsJevvaJldeje}seluJopleOeqjAqpanoJddepuepaziJoglneRlluaJJno NoeJ-Luol}eol:PaOaqjJolsasselopaJinbaJliejo (sselolieyssedaui ,ssed„ JoJallaqJo 0) u01191dwoofu0joelsilesjo }ooJdsaJmbeiuolleogpeoJaoWOIalgOPGOWOaJIAag} g}!maouelldwoO -@I!sgamuoijeonp3jojuaw:pedaQgamspaimaqjuopunolpue uoijeonp3joAimaJoassawispailunaqjAqpanoJddeRaua6e6ulppaJooepaziubooaJ leuoi}euaAqpaIlpaaooesiJegjAI!SJaniunJoaballooawotjaaJ6apjo ;diaoolpue uoijenpeJ6joboldsaJmbWanlivaouiuoijeonpapauolIuaw-anogeaq; JobApilgl6113 9ZOZAlnfuipoiJadAedlinjTsai} agjan1109:4941uow/pOg$ o} aseaJoul LZOZAInfuipolledAedlinjJsJUagj9n!}o94aq}uow/gLS$ 01eseaJoul 9ZOZAInfuipolledAedlinjIS14a419nlI09}49gJuow/Ogq$ 01aseaaou1 uolIeDII.PeOJaoWOJalgOJoaoualos10Jelsel/ils]VJoJelselnl BZOZAInruipoiladAedlinjIsJ4aq} ani}oaJJagjuow/oot,$ o; aseaJoul LZOZAlnfutpoiJadAedlinjisigaqjan!}oa:}agluowlgL£$ 01aseaJoul Effective June 24, 2023, employees contribute 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011. Fire Chief Position, hired prior to July 9, 2011: Effective June 24, 2023, Fire Chief contributes 9% of the normal CaIPERS member contribution, eliminating EPMC per resolution FD 2023-011, and contributes 1 % towards the Districts' CalPERS employer contribution. 2. Tier 2 - Employees hired on or after 719111 and through 12/31/12 and Classic PERS members as defined by PERS who are hired on or after January 1 2013: 21363.3 3% at 55 Full Formula 21574 4th Level 1959 Survivor 20037 3 Year Final Compensation Effective June 24, 2023, employees contribute a total of 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011. Fire Chief Position hired prior to July 1 2011 and through December 31 2012 as well as Classic PERS members who are hired on or after January 1 2013: Effective June 24, 2023, employees in the Fire Chief position pay 9% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011, and contribute 1 % towards the Districts' CalPERS employer contribution. 3. Employees who are New PERS Members, as defined by PERS, who are hired on or after Janualy 1 2013: Employees are classified as New Members of PERS when they meet the definition of a "new member" for purposes of retirement pension benefits pursuant to the Public Employees' Pension Reform Act of 2013. Generally, this includes employees that were hired into a regular position on or after January 1, 2013 or former PERS members who have more than a six-month break in service. CalPERS ultimately determines who is a new member in compliance with the law. Employees who are classified as New Members shall be eligible for the 2.7% at 57 Formula, 3 year final compensation average. The employee contribution for new members shall be one-half the normal cost, as determined by CalPERS. As of the effective date of this MOU, the required employee contribution for new members is 11.5% of reportable compensation. This amount will be adjusted periodically by CalPERS, and the District employee contribution adjusted accordingly per state statute. 21 Fire MEG MOU 2026-2029 6ZOZ-9ZOZnopv ` .gpvaJr ZZ aneaj OISpasnunjoivaao9960Z -oaS • uoitesuadwooIeloodSse (OWd3) uoitngl.atuoojagwaWpled-Jafoldw3jo6uipodaj (j7)(o) 9£90Z 'oaS • alep ajiquopaseq) suoltngpjuooaagweVVjoJuawfedjafoldw3L69OZ -09S • 6ulmollojagIepniouisaafoldwapatoagejolslljaueqleuolllpp'd siseqxe}-aide uopajonpapaqllegsuoltoasslgjofluensindaaegsjafoldwoaq} ofsuoltncipluoo S:13dleOaafoldwalie1egJ6ulpino-Iduoplosaaapaidopejou}si© aqI 6 ! O-£ZOZ ©duoplosa.IjadOWd36ul}euiwrla 'uoi;nglatuoojagwawSa3dlec) lewjouaqj10 %210iejotaainqutuoosaaRoldwa `£ZOZ `tZaunpanitoaj.3 uoltesuadwooleUidjeaA6Zi00Z § JonlnjnS6961, iana-Igtj trLSLZ § einwjodIln399le %9,Zt'179£I-Z § 6LOZ6AlnrofJOpdpaJlqsaaofW3 - 6fall -1 6uimollojaqjapnloulsaafoldwasnoauellaoslw .rolsigauaqtuasaad outsl© aqjfqpleda3eweldsjopislajapunsaafoldwatopISI(] papinoidsIgauaq IIV 'wa#sfStuawajgajs,9afoldw3oilgnderuaojlleojoatelSaqlulpallo-jugsljop1slo sjagwalNsnoauellaosiV4 :sIgaua8 '8 weld tuawall}ajLuoltoaS11aiolIJdu1suolSlnojdfueofa}ep }asunsouaqllegsajaqI 919OZuoltoaSapoC) tuawuJanoE:) at uensjndoupoajeajegsaafoldwaagtjosluawfedaafoldwaIIV -uo!teln6aiS2j1jo melfqpaltlwjadtuatxaaqjo} siseqxet-aadauopatonpapaqBegssuoltncipluoo M13dIe0aafoldwa11ejegt6ulpinoiduoplosaiapaldopetoutsipaql C,Vd3d«) £lOZ10tob' WJOJOiuolsuads,aafoidw3 ollgndelujodlle:Daqjulpaugapseuopesuadwooalgeuoisuadaqjuo 'anoge IJedulanogepaciposapsepue '(OAd3) suol}ngl.Ituo:Djagwanpled .Iafoidw3 Rue6ulpnlow 'uoltesuadwooleloadsleuoitlppe /Cuesnld '(aafoldwaaqjjo fjelesaseqlinj -a-l) atejfedaq} uodnpaseqpaleinoleoaqllegsanogeZg6nojq} 1s}Jedu1paciposepseaafoldwaeq} fqpledsuoltncipluooliejegtpoolsiapunsi }I Oijljadsiseqxel-aidauopatonpapaqIlegssuoitngla4uoo SZi3dlBOaafoldwaIle }egt6ulpinoiduoitniosaiapaldopesegjopislaaqI 2. Tier 2 - Employees hired on or after 719111 and through 12/31/12 and Classic PERS members as defined by PERS who are hired on or after January 1 2013: 21354 2% at 55 Full Formula 21574 4th Level 1959 Survivor 20037 3 Year Final Compensation Effective June 24, 2023, employees contribute a total of 7% of the normal CalPERS member contribution, eliminating EPMC per resolution FD 2023-011. The District adopted a resolution providing that all employee CalPERS contributions to the employer share pursuant to this section shall be deducted on a pre-tax basis and to reflect changes in EPMC prior to the effective dates. Additional benefits for affected employees include the following: Sec. 20691 Employer Payment of Member Contributions (based on hire date) Sec. 20636 (c)(4) Reporting of Employer -Paid Member Contribution EPMC) as Special Compensation Sec. 20965 Credit for Unused Sick Leave 3. Employees who are New PERS Members, as defined by PERS, who are hired on or after January 1, 2013: Employees are classified as New Members of PERS when they meet the definition of a "new member" for purposes of retirement pensions benefits pursuant to the Public Employees Pension Reform Act of 2013. Generally, this includes employees that were hired into a regular position on or after January 1, 2013, or former PERS members who have more than a six-month break in service. CalPERS ultimately determines who is new member in compliance with the law. Employees who are classified as New Members shall be eligible for the 2% at 62 Formula, 3-year final compensation average. The employee contribution for new members shall be one-half the normal cost, as determined by CaIPERS. As of the effective date of this MOU, the required employee contribution for new members is 6.5% of reportable compensation. This amount will be adjusted periodically by CalPERS, and the District employee contribution adjusted accordingly per state statute. The District adopted a resolution providing that all employee Ca[PERS contributions shall be deducted on a pre-tax basis per IRC 414(h)(2). 23 Fire MEG MQU 2026-2029 6ZOZ-9ZoZnowoowiqto 1z SIuawaaoulinog-auoulpasnaqRluoueosinoqanealpaniooe asodindslgjand -anealeqjjoAepgoeaaolAedaseqs,aeAoldwaaql, paaoxa }ouIlegs jljauaquoll.esuedwoosialioAAaqjq}inn6uole `sjnoyGAealjojagwnuleloleql •awil fuolesuadwoopanjooe 'anealuolJeoenpanjooe 'aneal 31Spanjooealgellenegjinn nnelalejSaapunpanlaoWIgauaquoijesuadwoosia>{aoMaqjjuawelddnsofpannolle aqIlegseaAoldwaue 'sgfuowaalgfpaaoxapinogseouesgeAl!llgeslps,aaAoldwo agl. Juana941ul •aouasgeA;!IlgeslpBonsjo /pep (,,l) }sagaqjuoaouawwooIlegs sjuawAedBonsaoluol;e6llgos,loljlslpaqlslauaqaneal {orspanjooewoafuoljonpap AueInogl!mapewaqpinogsjo!jjslpaqjAqsjuawAedgong -1ielesIlnjs,aa/Loldwa sq} pueJoyuollesuadwoosjajjoMaapunpanlaoGJsjuawAedAllllgeslpaqj uaemleqeoualaj4lpagpol, IenbejunoweueuisjuawAed `aouasgeR}lllgesip -gonsjo sgtuow99.141IsigaqjfulanpjoulsiCIaqjwoJJanlaoaaIlegs `uoll.isodjopIslaBonsAuejo sognpjoaouewaojjadaql, ulp96e6ueallgnnpouie4snssaunfulqofaql-uojoj „eluaojlleo 10lobuollesuadwoosjGNJOM„ aqjjapunsjuawAedAtlllgeslp6ulnlaoaaSl04M ularaqpajanoo ;lun6uluie6aeqeql, ulgl.InnaaRoldwe (Ala;eS-uoN) snoauellaoslnAuy loulslQofpawnjejaqllegspouadtinfuiAue6uimppanlaoaJ sjuawAed /Ljlllgeslpluejodwal 'lauuosiedfifa}esAluosaanooOggt, -(suolSlnoid aologg-V § apooaogejelwojlle eas) tinfulpajelai-Nionnqo!-aqj-uoueule}snsAegf uagnn `aeaA (L) auool, dojolslgauaqpuefuelesIfni01pallwacuesaakldw3AjajeS salinfulpa;elaN3I.ioM -9 § foell.uooaqf10wJa1aqfbulJnpaseaaoulsafes "d3dpinogs buljegsIsoossnoslpoff1oWaqfiojeaApalgl, aqi6ulanpaauedoeia0498-16ysalted 6uljngljjuooApeeilesl d9l40oildaqjjegl, uolfngl.afuoojoAoldwaaqj }ofulaegsIsooaqjaseaJouiIOUsaopslqI SaOdleOAqfassljeq aiegsjagwaw/aaAoldwaaqjspiennof a}ngljl.uoosaagwawV-da3djeq# junoweaqjjo 'juawail}aialagj10Isooeqfspaennol ejnqul.uoosaaAoldwaolsselofeq} %6 }oaiegsaaAoldwaaqjsl.oageAeonouulslgl 9LsoZuol}oasapooIuawuaanoE) ofjuensind@pew aqllegssuol}ngrll.uoobulaegsIsooaql -tZOZRInrulpoi3ad-Aedllnjts.14aqfanlfoaJ.a MAdleoAqpailnbaisuoijnglafuoojaAoldwaagfto6ulaegsIsoose6ulploggl!m IoiAedelnalgeweauoilesuadwoo ;o %lafngljtuoosaagwawS?13dle00lsse10 saagwawSdJ%IeOolsselQ — uuegsIs05 .o aoyuasollgndseaolnaasfuel!MC-0C60Z -oas 4sooae4oldwe4elauuosaadAja4esofalgelleneslIgauaq6uimolio} aql .g ZI.OZ `bCaagweoaaAqpaafqsaaAoldwasnoeuellaoslwIleo papinoidslwa}sASfuawaalfalIIasegdMJddy6nojgl, IgauaeleluawalddnSaqI S:11/d -t, 9. Carpooling Those employees participating in a carpool during going to and from their residence and work site shall not be in receipt of a reduced workday. Rather, those employees participating in a "carpool" shall be accorded the following benefit: Eligible carpool employees shall be regular, full-time employees who voluntarily participate in and file a "rideshare application agreement". Eligibility for ride -share related benefits is conditioned upon: 1. Each affected regular and full-time employee shall ride share with another person(s) in a car or vanpool. 2. In the alternative, each affected regular and full-time employee shall drive to and from work other than in an automobile. For example, such transportation may include a bicycle, public transportation, walking. 3. Eligibility for rideshare benefits shall be conditioned upon 1) the regular and full- time employee participating 60% of the total workdays during a given month, 2) ride sharing for at least 60% of the commute distance, and 3) ride sharing between the hours of 6 and 10 a.m. of the employee's scheduled work shift. Individuals meeting the above qualifications shall earn $2 for every day that the employee rideshares, paid at the end of each quarter. Further, the City is desirous of devising some type of "drawing" to provide a singular person on a monthly basis with an item of value in recognition of ride sharing. 10. IRS 126 Plan A. District shall implement authorized pre-tax payroll deduction of out-of-pocket medical contribution premiums. Said pre-tax payroll deduction shall not only be used for the purpose of paying the difference between the amount of District funded premiums for District -provided health insurance plans, and the amount of out-of-pocket premium payments borne by the employee regarding District - provided plans. B. The District agrees to provide technical assistance (such as automatic payroll deduction, etc.) in the event employees decide to expand this benefit from a premium only plan" to a "flexible spending account" provided that those participating pay all costs incurred in expanding and maintaining this program. ARTICLE III LEAVES 1. Holidays A. Holidays are those days which District designates as observed holidays. Holiday leave is a right, earned as a condition of employment, to a leave of absence with pay. The holidays designated by District are as follows: 25 Fire MEG MOU 2026-2029 62:oz-9ZoEnowJ3War 9Z snnollojseaw!lAep!loganiooellegssaaAoldw3 'El AepuolW;sel) Aeale!aowaW Aepq}J!8s,uoIu6lgseM AepglAl8s,uloou!-j AepgJJ!8s,6u!ylaspjuipen steps,aeaAmGN sewls!lgo sewtsugo6ulpaoaidAepagl 6ulnl6sjuegl6ulnnolloIAepagl Aepsinglglly) 6uln16sjuegl AepsueJaIan Aepsngwnloo AEC] Suoisslwpy AepuoVVIs6) Ae aoge-1 Aeaaouepuadepul AelN ZZtienaga3 ZL Jenjgad tienuer 6tienuep qZjagwaoa vZjagwaoa JagwanoN jagwanoN LLjagwanoN Z! jagota0 aagwajdaS aagwaldaS t7Rlnf lauuosJadanoHgq AEpgoqaqjsepanuasgoaqllegs tepsangl6u!paoaadaqj 'Repin}eSaoAeppjauosllelAep!logaaanauagM •Aep!loq eseparuasgoaqpegsAepuolN6ulmollolaqt 'AepunSauosllelAep!loqaJanauagM JeaAleosggoes10 ONpopadlied }o :ae}saqjleaaAoldweaqjofpa#!pajoaqIlegssAep!loq6ulleoll (C) aaagjaqjlob. sanoq (0£) Alj!gtaql -aoslmadnsaqjAqlenoiddeofjoafgns `aoualuanuoo JagaoslqleaaAoldweuefqua e} aqLewsAep (6ulteog) Aieuo!}aios!p (E) aaagl Aepuontsel) Repleuowevv AepuolNpa£) Aeps,tuap!saad LepuoVVPie) AepgtJiBs,6uiNaagtngu!ie" Ae sJeaAmGN sewlsugo sewtsllgo6u!peoejdAepaq1 6u!n!6suegl6ulnnolloJAepaql Aepsinglqtt) 6uln16s uegl AEC] suea919n Repuo" ts6) AEC] aoge-1 Aeaeouepuedepul 48A fuenagej tienuep fuenuep qZjagwaoa j?Zjegwaoaa lagwanoN lagwanoN LIjegwanoN jagwajdeS t, AInf lauumadjnoHOV Type of Per Maximum Personnel Holiday Annually Accrual Shift Personnel 12 hours 168 hours 216 hours 40 hour Personnel 10 hours 140 hours 180 hours C. No District employee will be allowed to exceed the maximum accrual at any time. As excess holiday time is earned, it must either be taken as time off or be paid for by District. D. Holiday time shall be accrued annually beginning with the first pay period of the fiscal year within the pay period which it occurs. Beginning in calendar year 2022, the two December holidays will accrue on November 30 of each year. E. Beginning December 1, 2021, and annually thereafter, any employee that wants to have the District buy back holiday hours shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City's Human Resources Department on or before December 15 and shall indicate the number of hours of holiday that the employee expects to earn in the following calendar year that the employee wants the District to buy back in December (on the first pay period in December). Regardless of the number of hours requested to be cashed out, the most the District can cash out is the number of hours accrued and available in that calendar year to date. F. Holidays may be used as scheduled time off with the approval of the Supervisor. G. Any employee who is on vacation or sick leave when a holiday occurs will not have that holiday charged against his or her vacation or sick leave. Forty (40) hour personnel who obtain prior approval from their immediate supervisor to work a holiday will be allowed to bank that holiday at straight time. If a 40-hour employee who is eligible to receive overtime compensation is recalled to work on a holiday, that holiday will be banked at time and a half (1.5) for the number of hours actually worked that day. 2. Holiday Facility Closure Certain City Facilities may close each year in conjunction with the Christmas and New Year's holidays. Closure dates for City facilities shall be determined by the City in order to balance the impact on public services. During a holiday closure, affected represented employees may take paid leave from holiday, management leave, and compensatory time or vacation accruals or they may be reassigned to a facility that will remain open during the closure. 27 Fire MEG MDU 2026-2029 6zoz-9zoznowo3wa1zj 8z U014evenpanaooeayjjoan!enayJ }ouoipodAuelowipof }oa!aAewjuawaillaio; Jo!adsAep0£ uegtaajeloujo!als! agtAqpan1909Juo!toa!auagt!annAq 'aaRo!dwa aql 'anealuo!1e0enpasnunaolaa/(o!dwaaqjofpledaqasuvuayjop!nom }eqt sluawfedaytjo %09o} on!enu! !enbsjunoweue 's!seqxel-aidauo4un000e IsnJls,ee4o!dweayjofatnq!a;uooAlgeoonaJJ! `to!ajs! ayjwoajuo!jeaedas s,99Ao!dwaayjuodn `!!eys;ou}s! ay; `sse!opaugaaaqju! aaAo!dwaAJanaand •0 aaAo!dweanoy-Ot, a }! `sanoy0Lan!aoaaJo 99Ao!dwa:p4saj! 'u011eoen10sanoytiZjoI!paJoawltauOaaniaoaJ !!eysao!nJasjo saeaAgZJoOZ `OLpa}a!dwooseq 'weal( uani6AuetoLAlnpjose 'oynneaAo!dweuy .8 Z671O'8Z9S:4!ystq/sanoyg££ saeaA +9Z Z00'ZLO,8Z9s:4!us £L /sanoyZL£ saeaAt7Z-OZ LLO' LLOW9s}j!ysZL/sanoy99ZsJeaA6L-9 t79VoL0,8Z9s4!gsLL/sanogtr9ZsJeGAt7L-LL L£Z'6O'8Z9s4!gsOL/sanoyofZsJeaA0L-8 Z6'9O'80t? sU!gs9'L/sanoyoqLsae9AL17 9L9170'88Zs4!gs9/sanoyOZLsaeaA £-sAep0£ sated !enJooyenaooyenaooyao!naaSpala! woo po!JadAedwnw!xe!4enuuy3osae;DA auuosJad #4!qS L£Z'6O,£9£ sanoy00'otZsaea/[ +qz ZL9'8O'E9£ sanoy98'ZZZsaeal( tZ-OZ ZL610'£9£ sanoyZL'90ZsaeaA6L-9L 9Z'LO'£9£ sanoy89'88LSJeal( vL-LL 69'90'£9£ sanoy £tr, LLLsaeGA0L-8 9t76'VO'ZLZsJnoqL9,8ZLsJeaAL-V L6Z'£ 076LsanoyZL'ggsJeaA £-SAepO8 sated !enJooyenJooyenaooyoo!naaSpata! wok po!JadAedwnw!xeWenuuyJosneak auuosJadanoy-0t, a!npayos6utmo!!ojayjof6u!pa000eAlgluowuo!leon josAepbulaomanaooe 'aoinJassnonuiluooyt!m '!layssaaAo!dwaewil-!!nj !!y tuawAo!dwajo uo!t!puooesepaweds! 11 • Ledgt!maouasgejoanea! ao; jy61Jaslanea! uo!teoen 'y anewuoIIeoen .£ § Leave to a District sponsored 401(a) plan or 457(b) plan up to allowable IRS plan limits. No employee in the Defined Class shall have the option to receive cash for the value of the 50% of accrued Vacation Leave set forth herein in lieu of making contributions to the Trust and/or 401 (a) or 457(b) plans. The remaining 50% value for accrued and unused Vacation Leave shall be paid to the separating employee in cash. D. Annually, any employee that wants to have the District buy back vacation hours shall make an irrevocable election to do so. The irrevocable election shall be submitted in writing to the City's Human Resources Department on or before December 15 and shall indicate the number of hours of vacation that the employee expects to earn in the following calendar year that the employee wants the District to buy back up to a maximum of 200 hours per year. This buy back shall occur twice annually, in July (on the first pay period in July) and November ( on the first pay period in November), and the employee must indicate the total amount of hours they want paid out in July and in November. Regardless of the number of hours requested to the cashed out at either time, the most the District can cash out is the number of hours accrued and available in that calendar year to date. Employees must maintain a minimum of 40 hours of accrued vacation subsequent to any payment of vacation buyback time. 4. Sick Leave Sick leave shall be used in case of a bona fide illness of the employee upon approval. Sick leave may also be used for sickness, disability, serious illness or emergency of his or her child, parent, or spouse or registered domestic partner, grandparent, grandchild, and sibling, or any other member of the employee's immediate family as defined by District Personnel Rules, which is incapacitated and/or requires the service of a physician, and when the presence of the employee is required. At the conclusion of the need for time off to care for a family member, said employee shall return to work as soon as possible. The employee must give the immediate supervisor or Fire Chief reasonable advance written or oral notice. If the need for sick leave is not foreseeable, the employee shall provide written or oral notice of the need for sick leave as soon as practicable. If the employee is required to be absent on sick leave for more than one day, the employee must keep the immediate supervisor informed each day as to the date the employee expects to return to work and the purpose of the leave. Failure to request sick leave as required by this provision without good reason, may result in the employee being treated as absent without leave. The maximum number of hours that may be used for sickness, disability, serious illness or emergency of his child or her child, parent, or spouse or registered domestic partner, grandparent, grandchild and sibling is equal to the employee's annual accrual. 29 Fire MEG MOU 2026-2029 Ewe-gwzZnonJ3Waarzd OF aouasgetoanealuoaligMpauielsnsAl!l!gesipaossauolS -q jonpuooslwPAWuMoJagjosigAq pasneoaopaloigui-pasAlasodindaanfuijossawpiswojlbuisueAl!l!gesi •e suoseaabu!mollolagl aolAlnpwojlluasgeal!gmfedglintanealAloisofpali!luaaqllegsseaAoldweON •3 Alalesaseaiouiofsuoiloe Jagjoao6uiuueldAlalesuialedloiliedjo `aalueosismaowejb' 'jallags ew04saoinaas `Builasunooleoi6ologoAsd -iouoilualleleoipawuielgO -q - ua.[)PIlgoJ!agl aoaeAoldweagltoalellannjo 'dales 'glleagaglainsuedlaqofaouelsisse pnoo .iaglojojapio6ulu!eilsa.iAjelodwalauielgoofldwalleJouielgO •e ol6uilelsjo 'jinesselenxas 'aoualoino!lsawop lawilo!nslognnaaloldweueaolaouesgeueJanooofpasnaqueoanealAo!S asfltioln}elS -18410E Buiiq!s Jo 'PIluoPueJB-lea.i6 `p1!g3Puea6 'Mel-ui-luajedpue.i6-lea.a6 'luaiedpuejB leaiB `Mel-ui-lua.iedpuej6 'lu9aedpuej5 'aaulJedoilsawoppaialsibei asnods `noel-ui-luajed '(pligoase9@Aoldweagltosiluaiedovaluipoolsoqm uos.iedsapnloui) luejed '(siluaaed000luispuelsjo ' eMlebalasiaal(oldwa aglwognnaolao 'snlelsAouapuadapjoaBeAuesapnloui) plluo :s,aaAoldwa aglsueawJagwewpe!lilenba 'anea-1NOISAllwedtoasodindagljoj agwaw (l!welpailenblaaaeo aniluanajdo `(uoilipuooglleagatoluawlearlJoaieo `sisou6eipaglsegons) unsealpalelaj-ylleagatofunfuraossaull! agl.tolanealAvisasnueosa9Aoldw::j anewNDISAI!We=l -Z aJeaaniluanajd io '(uoil!puaoglleagalaluawleailaoajeo 'sisou6eipaglsegons) unseal palelar-glleaga 'funfui 'ssaull! leumad .colaneal oisasnueosaaAoldw anew a!SleuosJadL asnanew >PIS -8 sll!gs9) (lllgsZ/L) 3lw11ONsmogt717LsmogZLlauuosJadll!gS 3lwi1ONsmogOZLsmogQLlsuuosJadinog-pi, lenjooy •xeVVlen.tooylenuuylglualNlauuosJad snnollolseanealAlois6uin.tooeeqllegssa@AoldweliV -L saaofwDawil-lin.j -d D. Except as specified in "G" below, sick leave shall not be used in lieu of or in addition to vacation. E. Employees must provide a physician's certification upon for any sick leave absence that occurs after the employee has used 40 hours or 4 shifts for 40-hour personnel, whichever is greater, or 96 hours for 56-hour personnel, that involves the illness of the employee or family member. This requirement does not pertain to Personal Leave (see §6). F. The Fire Chief may require medical certification that the employee is capable of and released to return to the performance of all duties of his/her position. G. In case of voluntary or involuntary termination of an employee's continuous service, except by reason of retirement or lay-off for lack of work or funds shall abrogate all sick leave and no payment will be made by the District for sick leave accrued to the time of such termination regardless of whether or not such employee subsequently reenters District service. H. Any employee incurring a serious injury or illness while on paid vacation leave may have those days of illness changed to sick leave with pay and vacation days restored accordingly, provided the employee has sufficient sick leave accrued and the period of illness is certified by a written doctor's statement. I. Employees with ten (10) or more years of service shall be eligible to convert unused sick leave to vacation in accordance with the following: 1. Shift Employees who, in the preceding calendar year, accrued 108 to 144 (90 to 120 for 40 hour week employees) unused hours of sick leave earned in that preceding calendar year, may exercise the option of having one-half (112) of that unused sick leave accrued in the preceding year converted to vacation leave and the remainder carried over as accrued sick leave. 2. Employees who have accrued 72 to 108 (60 to 90 for 40-hour week employees) unused hours of sick leave earned in the preceding calendar year may exercise the option of having one-fourth (1/4) of the unused sick leave accrued in the preceding calendar year converted to vacation leave and the remainder carried over as accrued sick leave. 3. Any employee who qualifies to convert sick leave to vacation leave must submit a written request to the District on or before January 15th of the year in which the conversion is to be made. J. Upon the retirement of an employee, the employee may elect from one or more of the following options: 31 Fire MEG MOU 2026-2029 ZoZ-qzwnopvJ36Nawd ZE lejotsjnoy80L = (jotoel) 9' LXsjnoylel•0tZLt7 sjnoy00£ _ ADIS sjnoyZL = Aep11oH sjnoyOOL = uolleoen stl}auag9aAoldw3 a9AoldwajeaAM-8) g-1dWyX3 (99010-V) 9'LttLOZLADIS 9j89L0t7epoff LTLUs89'trOZsjeaA +9Z L9' L98Z89'96LsjeaAt,Z-OZ Ls' Lt79Z89'88Lsje9A6L- LL 9' LOtlzct7, LLLsleaAOL-9 9' L08LL9'8ZLsjea/LL-t, 9' LOZLZL'98sjeaA8-sAep08 jotoe3 uo[sjanuoOjnoH99jnoHOt, uoljeoen slsegNGGM JOAA aneal olspue 'feplloy `uoiLeoenaqIlpmlauuosaad aamjadjnoy (99) xis A:ggoflauuosaadjeamjedjnoy (Ot,) Apoljolslenmeay} Panuoool. pasnjotoejayl J010eduoisaanuoC) •9 § 1lpaj0GOINGSS2i3dleojosueld (q)L9t `(e)LOt, jo/pue snjlay1ofsuollnqutuoo6ulNewjonailulanea-1j31SpanmeayLjoanlen aytjotyseoGAlaoajofuolLdo941aneylleysssel:Dpauge(iaytulaeAoldweON Ipajo a01N9SS?13dle0ofsjnoyanea-1VISpasnunAlddejo/puesllwilueldSjI algemolleofdoueld (q)Lgt, 'ueld (e) LOt, pajosuodsLoulslpao} anea-1lenuuy panneaytjoanlenay} }ouoltjodAuetoajlpo} LoeleAew 'tuawaigajo; joud sAep0£ ueytjateloulop4sl ayLAqpanlaoajuol}oalauattljnnAq `aaAoldwaayl aneaiPISpasnunjojasAoldweayjo} pledeqasiNuayLopinomjeyts}uawRed 9LIJ10 %00LofanlenullenbeLunoweue `slseqxeL-ejdauo }un000eIsmI s,eaAoldweayLoLatngljLuooAjgeoonajjl `touLslpaytwoj} juawajl}ajs,aaAoldwa aytuodn `lleysjoljtsrpayt `ssel0paul}apayiulaaRoldwarGanajod 9960ZU0I109SapoOJuawujanoS jedtlpajoaotnjasS13d1e0JOJaneal olspasnunpatelnwnooealeu6lsa uawajltajLefledjoateiApnoyjeln6eis,a@Aoldwaayjle anea) MIDISpasnunpatelnwnooejay/slyjo (%0q) tueojadAl-1ltofdoNoeqIIaS • Note: if an employee goes from a 56 to 40 hours basis, the conversion will be the reciprocal of 1.5 or .667 6. Personal Leave A. The employee shall be granted one (1) day paid personal leave, in addition to the normal leave accrual, to attend the funeral of a relative not in the employee's immediate family. B. An employee required to appear before a court for other than subpoenas due to actions as a District employee or jury duty will receive the necessary time as paid personal leave, providing: 1. He or she notifies his or her supervisor with adequate advanced notice so that a relief may be obtained. 2. The employee must return to work within a reasonable time after the appearance. C. Personal Leave will be charged against any leave account in which the employee has accrued an appropriate balance, such as sick leave, vacation, or compensatory time. It is the employee's option which account is to be charged. D. Employees can use up to twenty (20) hours of accrued sick leave as personal leave. These twenty (20) hours can be used incrementally (i.e., 1 hour, '/2 hour) throughout the fiscal year. Use this time for emergency situations requiring the employee's attention and requires prior approval by their supervisor. 7. Bereavement Leave When a death occurs in the family of a full-time employee, 40-hour personnel shall be granted up to 80 hours of bereavement leave with pay and shift personnel shall be granted up to 112 hours of bereavement leave with pay. A death certificate or othe acceptable evidence may be required by the City Manager or designee before leave is allowed. Family members are defined as follows: employee's spouse or- domestic partner, employee's parents, employee's grandparents, employee's children, son-in-law, daughter-in-law, employee's siblings, or employee's grandchildren, employee's spouse or domestic partner's parents, employee's spouse or domestic partner's grandparents, grandparents -in-law, brother-in-law, sister-in-law, employee's spouse or domestic partner's children, employee's spouses grandchildren, or a blood relative residing with employee. The City Manager or designee shall approve such bereavement leave. (References to domestic partner refer to registered doemstic partners, as defined by California Family Code Section 297.) 40-hour personnel are eligible for up to an additional forty 33 Fire MEG MOU 2026-2029 6ZOZ-9wjnowJ3Wa13 t£ sanogo06Ialg0911-1 jalg0aaijAjndaapue sanoq9Ljalg0Ainaailaoluespaabeueyl ssaulsn8sanog Ogaal=lpueIELISJEINa114snn0110; seaeaAleosggoeaaneaq anrjeajsiulwpyweeIeegssuolIe04lssel06ulnnollo} 9q1 :anea-Ian14ea;slulwpyanea- 1anlIea;sluEwpV •6 § s0ea6eaed 6ulpaoaadaqjuIaoIpapinoadou uoijen}lsNaomlensnunao/pueleloadsao} pauaeeaqosleAewawilfuo;esuadwo0 •aIIpne lenuuepuesseoowduorjeaedaadja6pnqlenuueeqjjopedsepalnpapsJo/ puepalledaaes6ui}aawgonsuagMaobuilaawpainpagosAlaeln6aaajonailul plagaaesbuilaawgonsuegmIdeoxe 'esepwwoOj3p1si puesao10911Q10paeoeaqj 10s6upaawlemadsleaouepuallepaalnbaaaolpauaeaaqAewawilIfaolesuedwo0 -0algeliene puepanaooesanogjoaagwnuaqjsiInogseoueoolalsl aqj1sowsqj 'Inopegseoaqofpalsanbaasanogjoaagwnuag1jossalpaebajaagwanoN uipouadAedIsigaqjuo) aagwanoNpue (RlnruipopedAedIsal} aqj uo) Aprul 'Rllenuueaoimlin000 !legs pegAnqsigl 'joeqAnqofjopjslpaqjsluemeafoldwa eqjjegjaea/faepualeo6uIm011ojagjwureaofsjoadxaaaRoldwaeqj1egjOl0 josanoqjoaagwnuNIajeoipulllegspue9ljagwaoa aaolaqaouo }uawpeda saoanosa luewnHs,Aj!Oaq} of6uilpmuipalllwgnsaqIlegsuoijoalaelgeoonaaal941Os opofuopelealgeoonaaalueaew !legs „awljuoijesuadwoO/UO4eoeNAeplloH„ aqj IL, sanogO10 joeqAnq }oIJ}sIpaqjaneq01sluenn }eqjaeAoldwaAue 'Allenuuypawea polaadag1uiLedjoaleaawlpanoaeln6aaaaqaosiqaaAoldwaaqj ofpledaqIIIMsanogawlpanoleuolIIppeAue 'O10Josanogj7tqsajelnwnooeeaAoldwe aouO 'O10josanogj7til- jownwixewaajelnwnooeAewaeAoldweuypa>{ aomanoqawlpanogoeeaolsanoglleq-auopueauojoajeaaqj }eanaooeIIIMOl0Ol0) . 4oawl! IfaolesuadwoogjiMpajesuadwooaqAew 'uolldos,aa/foldwaaqj }e4lgs anoq-t7Zuolssaaddnsaigaofpau6issesaaAoldweasogl '/fedawlpano }onailul .dawl! Ajo;esuadwo0 •g § tbZOZ auntulsuaaouooabesnAUennalnaJ01aaa6esaipedaq1aaAoldwa eqjql!m6ulpisaaanljelaapoolqaao 'uaapllgos,aaupedogsawopaoasnodss, aa/foldwa 's}uaaeds,aaupedollsawopaosasnodss,a9Aoldwa 's6ullglss,aaAoldwaao Wel-ui-aaIg6nepWelul-uos 'uaapllgos,aaAoldwe 's}uaaeds,aakldwa 'gaupedOgsawop aoasnodss,aekldwaaqjofpajelaasIaneal ;uawaneaaaqaqjuagm 'sanoqZ GL) 9nlan4puepaapunqauopapinoadAlluaaanoeqjofuoippeul 'anealIuawanea.raqjo sanog (99) xrs-A:44leuolIppepueofdoaolalgl6llaaaelauuosaad :4lqspuesanoq ( Og) AjgbIapapinoadAlluawoeqjofuoi}Ippeul 'aneal;uawaneaaaqjosanog (OV) Any unused administrative leave, up to a maximum of forty (40) hours in June of each fiscal year must be sold back to District at the employee's then current hourly rate. Administrative leave shall not be carried beyond the year in which it was earned. 10. .fury Duty Any member of District who is called or required to serve as a trial juror may be absent from duty with District during the period of such service or while necessarily being present in court as a result of such call. Such member on jury duty will continue to receive normal pay, provided he or she: A. Notifies his or her supervisor, in advance, with adequate time remaining so that a relief may be obtained. B. Returned to duty within a reasonable time after being released with a signed certificate of service from the court stipulating the hours of service and release time. This certificate may be obtained by asking the court secretary or bailiff. The employee then forwards it to his or her supervisor. C. Pay received for service while absent from District must be turned over to District; however, pay received while off duty may be kept by the employee. D. All personnel called for jury duty must abide by all of the above rules and must return to work if dismissed before the end of their regular work shift. 11. Civil Subpoena/Criminal Subpoena A. Civil Subpoena When members of the District have been served a civil subpoena to appear in court as a witness due to actions as a District employee, the following procedure shall be followed: a. Personnel will be paid at their regular hourly rate while they are in court. b. District transportation will be provided when available. If the employee uses his or her own transportation, he or she will be reimbursed by District at the prevailing mileage rate. c. If the employee is required to appear in a court that is outside the Rancho Cucamonga Fire Protection District and this appearance requires the employee to buy a meal and/or lodging, he or she will be reimbursed. If an extended appearance in court is necessary where lodging and meals would be required, authorization shall be obtained from the department head. 35 Fire MEG MOU 2026-2029 6Z0Z-9ZOZnoWJ3Wa4zi 9 awJIAep!IoyBuileoljJoluolesuadwoo 'uolIeoen 'aneal o!sofpe6legoaqIsnwsmogOZIIelpis!ylpuoAaqpajlnbaiaw!} predRuy 'smel letapalpuealelsleuoli!ppeJoadoaoy-lINdjapunpeBjeyoaw!lAuepualxeIOUsaop sinoypledQZ6ag1Joasn 'Janannoy 'pl!yoajouo!#dopejoyu!qay} aolIcedyl!Maneal uo!ldopepuelejeu }osinoyOZLofdopaluej6aae }!unbuluie6aeqa141ulyl!msa@Aoldw3 Aed141!Manewu01jopypueJEWNYIced uoildopVpueMeN 'U § uesge slaysjoaygo!gm;o '}oaJag; uo!lrodaoy} uowgoesJOJ 'aouenpeui 'lou4s!Qo; IsmllnjayjBuiAedAq96EJGAOOaoueansu! Iea! pawanu!luooAewAedInoyl!maouasgejoanealpanoiddeueuoaaAoldweuyQluawalelsuraj 10alepagjofpaisnfpeaqIleysajepAll q!6!leaseajou! Iuaws,a,9Aoldw9ayj `uo!joass!yljosesodindagjjo3 -Al!ao!uaso sasodlndays101Joa6uejtielesageu!yl!msaseaioulionao!nUaspiemo} }unooIOU pegsAed ;nogl!manealvansuo }uadsaw!1 •aouasgejoanealayjuebaqaysJO aguagnnp9nl90a3a6uealuelesayjuidalsawesayjanlaoaJlleysIcedInoyl!maouasge 10anealaaappalelsulaaaeAoldweuy -anjooeIOUlleyssI!paaoGAealo! sJO 'Rep!Ioy 'uoljeoen 'spolJadesayl6u!m -}uawRoldwajoaoimasu! Neajqe sepanulsuoaaqIOUllegspaeo8agjAqpaluej6AedInogl!maouasgejoanea-1 •0aaAoldwe jeyj Aqaolmaswarluolfeiedasaaln1puooIlegsaouasge ;0anealpamogineueto uolleu!wja; ayluodn ;uawAoldwaaag .ros!gofuin;ejofaeAoldweagetoaml!e.I 'Ssao} oaJ!Qjopaeogay; AqjeaA (I,) quopaaoxa ofIOUpolaadajo 'la!y:DaiijayjAqsAep (0£) Alj!ylpaaoxao} IOUpo!jadeaol pa}uejBaqAewaouasge }oanegla 'aa(oldwaagljo }sanbaiuallpmaysuodn •yAed ; noyj!nn9ouasgdjosanea3 •Z § paxike dwelslinooaaneyIOUpaaueuaodgnsleuppoy '{, jalgo aald ayjwoajpau!elgoaqllegsuo!jezuoy}ne 'paj!nbaaaqpinomsleawpueBu!6polajaynn IJessaoausrpnooujaoueaeaddepapuaixaue11 •pasangw!ajaqll!maysjoaq ' leawalinqofeaAoldweayjsaa!nbeiaouaieaddes!ylpue10!J4s!Quo!Ioa;oadaii jebuoweonooyoueHaylap!slno #inoouiaeeddeofpai!nbeisiaaxoldwaagIA £ a eaa6e9l! w6ull!enardagllepoky] Aqpasingwiejaqll!mLay} 'uo!je}iodsuej} unnoa! aglsasnaaRoldweeqj11 -algel!eneuagnnpap!noidaqll!muo!jeIjodsuejjlo!als!Q 'Zinoo ul 9I!4majeaA]jnoyaeln6aiagj }epledaqll!maaAoldwaayj 'euaodgnsIeu!wuoe pAApamassieaAoldwaue }! '•bas -;a9Z£ 6apoOIeuade!utopeooluens.rnd6euaoclqnS leu!w!jo -8 B. Natal and Adoption Leave without Pa The District shall provide employees up to four months natal and adoption leave for the birth or adoption of a child; such leave shall be pursuant to the provisions of the California Pregnancy Disability Act ("PDA"; California Government Code section 12945), if applicable. The District's PDA policy is incorporated herein by reference. Employees on this leave of absence without pay beyond the four -month period will be responsible for the payment of medical, dental and optical premiums to keep the coverage in force during the leave of absence. ARTICLE IV GRIEVANCE PROCEDURE 1. Purpose This article is intended to provide a fair and orderly procedure for the resolution of employee. A grievance is a claimed violation, misinterpretation, misapplication, or noncompliance with existing District codes, resolutions, written rules, policies, procedures, orders and regulations, or this document. This grievance procedure shall not apply to disciplinary matters or to reviews of performance evaluation reports or to discharge of probationary employees. Disciplinary matters include all warnings, written reprimands, suspensions, reductions in pay which are not the result of transfer or reassignment, demotions, dismissal or any other action which consists of a taking of property as said term is defined by the courts in the disciplinary context ( Reassignments and/or transfer that result in a loss of compensation shall not be deemed to be disciplinary actions.) 2. Objectives The grievance procedure is established to accomplish the following objectives: A. To settle disagreements at the employee -supervisor level, informally if possible. B. To provide an orderly procedure to handle grievances. C. To resolve grievances as quickly as possible. D. To correct, if possible, the cause of grievances to prevent future similar complaints. E. To provide for a two-way system of communication by making it possible for levels of supervision to address problems, complaints, and questions raised by employees. F. To reduce the number of grievances by allowing them to be expressed and thereby adjusted and eliminated. G. To promote harmonious relations generally among employees, their supervisor and the administrative staff. 37 Fire MEG MOU 2026-2029 6ZoZ-9Zoenon93pva1 8 eq1GIepag110sAepWuanasuigl!mjuieldwoojowalgojdalgen91J6aqjJOaoulesgns agljuawnoopIlegsjosimadnsa}eipawwiaqj '6ulIiJnnuiaouenau6ay} jouoisslwgns alepuewIOUsaopampeowdaouenau!DIetwojulqajJouoI}eoonuig6noq}ly alnpaoo.idaouenauE) leLujodsqjazilpstewaaAoldwaaql 'uoisioapaq; Qmpagsites IOUsiaaAoldwaaq; jo 'step (p0u91uipmaa/[oldweaq} qAldajofsllejiosimadns alelpawwiagj1I -ampeowd9ouen91.16lewlojay} joasnfueapeoeidllegsuoissnosip leipiuegons -JosimadnsaleipowwiaaqJosigql!mwaq} ssnosipAlgeoiwepue AIlewjojui 'AlIdwoidlj!magAoldwaag} jipalIjasaqueosjuieldwooaoswalgo-idIsoW ajnpaaoJdaauenaPE) IeuMlojul -V § siseqRlawile uopalnoasoidAIani}e.11siutuipeasinivagloaopall} A19LUIISijo/pue „a3uena1J6aJo uoiPgapag} ulgIinnsiJOIlewaJiaulwaajapofAjpogjneaneq }oullegsao;eaIig1euy 'H sa0i40anlJeJIsiuiwpysjoijisi© 0414osRepssauisnq ueawIlegs „SAep„ wUaj9141 'uiaaaqJ04papinoidAlleogpedsasinivaglossaiun !D sAepiloqpuespuaNaannapnloxeuoijoe AUeJO6uiNelJoaoijouJO6uin16aq; aolalmsigluipagpedsawil ;opoiladALuy •d sai;.iedanI#oadsajaqj10sanllejuasaadaa aqIjo }uawaa.i6eIen}nwAqpapuajxaaqueosuoijeliwilawil 'sampeowdasagjui papedspoundawl} aqjuigjinnalgelieneunsi91ndsipauipoweulenpinipuiueII3 sI4611uoi#ejuasaidaas,uo1jez1ue6a0piesjoadoosaq; uigjinnWepanlonuisanssi aqjji90ueAa1J6eqjjouoplosaipuewrijeuaqljopesuddeaqpegsuoileziue6ao aaAoldwaaqI 'uoileziue6joWoldwaaqjAqpapinOJd1egjueq} .iagjolasunoo Aqpa}uasaidaasiaoIlasiaqJojlaswiqjuasa.idaa01s;oalaIuen91a6aJuana941ul 'a sailedgjoq;ojuesuoolenjnweqjgjinnpal;iwjadsiawl} jo uolsuaIxaue 'anogeaq} 6ulpuelsi-11MON :N0Ild30X3 'ampeowdeqjuidalsjxau aqjofpaeowd01JUEA91a6aqj;iwjadllegssuoileliwilawilpagpedsq;innAldwooof j4ejsanI#e.iIslulwpeJofuosiAiednsjopIsiQjoajnlied -a.inlielgonsjojasneopooh }o 6uinnogsauodnIdaoxa `93uena1Aaq;10lennejpglianaa}nIpuoallegsa.inpaowd aouen9116aqjulpagioadssuoijellwilawilq#iMAldwoo01Juenau6sqj4oa.mlied -0 passeowd 6uiaqsi9ouena1J6aqI1e1-IlawiJAUe }esani}eJuasaidejjiagjaoseaAoldwe Aqpagoeo.iddeeqIOUpegssjagwawlenpinipuisIiaosro}oa.l(] jopaeo8aql .S sainpooad IaonnpajinbaaAllewjougj!ma.iajaa;ui }ouMinn }eg, awilalepueaauuewagonsuipagsildw000eaqIIiMaouenau6ajouoijejedaid -V suolsinoJdMfaua0 •£ § saaAoldwaJIB101juawleeilalgepbapueaie4ainsseo.L -H he employee knew or should reasonably have known of the existence of the problem or complaint, shall constitute a waiver by the employee of the ability to utilize the grievance procedure. 5. Formal Grievance Procedure A. Step The employee and/or representative shall present the grievance, in writing and signed, to his or her immediate supervisor within fifteen (15) days of the date that cause for grievance arises. An official grievance form must be used stating names, dates, times, place, and nature of grievance, explaining how the grievance fits within the definition of "grievance" as set forth in § 1, above. The employee's supervisor shall attempt to resolve the grievance with the employee and shall submit his or her decision in writing to the employee within ten (10) days after receipt of the grievance. The employee shall have the right to appeal the decision of the supervisor to the Fire Chief. B. Step II 1. If the grievance is not resolved to the satisfaction of the employee, the grievant has seven (7) days following receipt of the written response from his or her supervisor to file a written appeal to the Fire Chief or designated representative. 2. Written appeal to the Fire Chief or designated representative shall consist of the statement of the grievance and shall include a statement by the grievant's representative setting forth the reasons why the response of the employee's supervisor did not satisfactorily resolve the grievance and an indication of the action desired by the grievant. The written appeal shall explain why the grievance fits within the definition of "grievance" as set forth in § 1, above. 3. After submission of the written appeal, the Fire Chief or designee shall reply within three (3) days, in writing, to the grievant regarding the grievance. In event of rejection, reasons for so doing will be included in the response. C. Step III 1. If the grievance is not resolved to the satisfaction of the employee, the grievant has seven (7) days following receipt of the written response from the Fire Chief or designee to file a written appeal to the Chief Executive Officer (CEO) of the District. The CEO may designate a representative to act in his or her stead. 2. Written appeal to the CEO or designated representative shall consist of the statement of the grievance and shall include a statement by the grievant's representative setting forth the reasons why the response of the Fire Chief or designee did not satisfactorily resolve the grievance, and an indication of the action desired by the grievant. The written appeal shall explain why the grievance fits within the definition of "grievance" as forth in § 1, above. 39 Fire MEG MOU 2026-2029 6Eoz-9Zoznona3waru Ni ao}eilpepajuloddeaqjpawaapaq [legsaleplpueouol}ej1pebuiuiewaa auo94115uNPISa}eulalle6u1moliod -aNuIsIsagagoaNew4ed6uisoddo941 }eql 6u113911ptoailajsIsig941Bulewjouolldoaqj6ulneyaau61s9pj0Ej0toaa/(oldwe 6ull1enaid941q}rm 'ulooaqjjodigleipulueAquasogaaqBegsaolei1peaqj aslmUa410aoIsilpa}}lwgns9q4jagjlawojjjo4ejllgjeue }ouoi}oalaslenjnwjuasgy • j7 Ilamse `99u6lsapJo 030aq1o; pueaaAoldwaaqjof }uasaqsjojej1pejolsllaq110Adooa1egjpailp Begsaau6lsapjo030aq_l_, ,aouenau6aqjjo6u1leaqao} sao}eilpe (L) uanas }oIsll e11wgns }l }eqj 'aomlaSuolIelPEWYpueu01Ielllou00ajejSeluiople0aq4joIsanbai Ilegsaau6isepsigjo030ag} 'leaddeplienajoldieoaaaa:4esAep (pi,) ualulq,!AA '£ g6nos jallaioilloadseqjpue 'paseqsi90uenau6eqjgolgmuodnsjoeljosuol1e6ailelie A4pgeds41lmalesAlleUO1Ippe (legsleaddeaqjpaIelolnuaaqaneqolpawlelosl goigmjuawnoopslgjjosuol}aasaosuoijeln6ajjoselmua:4um 'suol;nlosaj 'sepo0 13uIslpag} 10uo1Ie09!IuaplaqIJ(}lal}iaadsqj!majelsllegsleaddes,a9Aoldwaaql -Z aau6lsapao03oaqjAquolsloapalgenau6aqjjoaoinaasjagesAep Q) uanasuegjJejelIOUaau6lsapaoO30ag} 10aoWoag} ulpanlaoalsiJlJ! Aluo Alewllaqllegsleaddepies -uoljej1pebuipulqofleaddeaagpn} AewaaAo'ldwaaqj uoisioap90uenau6a }o99u6lsapaoO30aqjAqeovuas3osAep (L) uanasulgllm uag4 (Alaw11Jo/pue90uen91a6pau!jape) 'suo1jein6aapuesaimasaqloljuensind algen9l.t6„ paweapslpueaau6lsapaoO3oaqjAqpanloseilouslaouenala6ell -1, Als 'Cl ssaullewi# josjuawaiinbaiofjuensindJo/pueanoge1. § uiglwoljassuolpijap aqjo} juensindalgenau6Alleuopipsunf6uiaqjuleldwooaqj10anljeolpul lanaipnooleulaqjlepaialuesljuaw6pnfe 'WoldweaqjAquol}eolldde uopuntossalunjeglunjoupaaoojdllegsaau6lsapaoO30aqj 'slseqAlawl} e ulpalnoasoidAlanlJeJjslulwpeaslrvuagjoaopall} Alawl; }ousllo/pue90uena1J6 eseanoge6 § AqpaugepIOUsljuleldwoos,aaAoldweag} Ieg1saulwjalap 994sapJO030aq} IegaIuanaaqjul •slseq /Clawllauopalnoesad RlanlJeJjslulwpeasuvuaq}o10pelljA19WI1slJo/pueanogeL § ulq}.iojhas uo1jtu4ep00uena1J6aq} ofjuensindalgen9la6sr_ eaAoldwaeqjjojuieldwooaqj IOUJoJaq}agmssaippeBegsaau6lsapaoO30aqjAquolsloapaq1quewnoop srgjao `suoljeln6alpuesiapio 'sainpeowd 'sepilod 'selmuOlIpm 'suoplosaa sapoojoijIslabullslxegllmaoueildwoououjouol}eollddesiw 'uoi}elaidialuislw uoljelolnpawleloaseaouen91JI5apaulIap3SOdwdLMIOGS 'fV asuodsaaaqjulpapnloulaqlllmuoisioapeqjaolsuoseei 9141 'a0uena1a66u1pJe6aaJuenau6aqj01 'SAE?p0gl,) uaa74lJulgjlm6ulIum ulAldaillegsaau6lsapao030aqj 'leaddeuajjumaqjjouolssiwgnsa9:4y £ 5. The arbitrator shall conduct the hearing at a time and place mutually agreed upon by both parties. 6. The hearing shall be memorialized by use of a certified shorthand reporter. The shorthand reporter shall be selected by the employee. 7. All fees and expenses of the arbitrator shall be borne equally by the parties. 8. All fees and expenses related to the securing of a representative and/or legal counsel, the preparation of transcripts, witness fees and other expenses attendant to the presentation of evidence, shall be borne by the party at whose direction said expense is incurred. 9. The per diem fee of the shorthand reporter shall be borne equally by the parties. The cost of transcription shall be borne by the party ordering the transcript. 10. Neither the Federal or California State Rules of Evidence shall be binding upon evidentiary issues at the hearing. However, such authorities may be considered by the arbitrator in rendering evidentiary rulings. Further, the California Administrative Procedure Act shall specifically be of no application to the hearing process. 11. Although the Rules of Evidence shall not be strictly adhered to, hearsay that would be inadmissible in a civil or criminal proceeding cannot in and of itself support a finding by the arbitrator without corroboration. In general, the arbitrator shall admit evidence which is of such reliability that reasonable persons rely upon it in the conduct of serious matters such as the hearing. 12. The burdens of proof and production of evidence shall be borne by the employee and shall be by a preponderance of the evidence. 13. Not later than ten (10) days prior to the date of commencement of the hearing, the parties shall exchange lists of witnesses each intends to call at the hearing, and a list of documents it intends to introduce at the hearing. Said documents shall be attached to the notifications provided for herein, and the notifications shall actually be in receipt of the opposing party on or before the tenth (loth) day prior to commencement of the hearing. Failure to comply with said requirements shall result in exclusion of witness testimony and/or rejection of exhibits not designated in the submissions. 14. The arbitrator shall be empowered to issue subpoenas for the production of persons and documents. The arbitrator shall designate the subpoena form to be utilized in such case. The California Code of Civil Procedure, the Evidence Code and other applicable statues shall apply to the validity and processing of subpoenas and to the method of service of the same. 41 Fire MEG MOU 2026-2029 6WE-9ZOZnopvJ3Wa. tzt CWo jopjsiQAqpap!AoJdswojuopadpcinsaqllegsslJodaj sJosimadnsappaww! JlagjofAlejelpaww, sJuaplaoelie }JodaJilegssaaAoldw3 juawd!nbapueislooljo6uilpuegeqjulaJeoIsowinasnsJajonn-oojeyjpueuoll!puoo 6uNionnlulpuepalle1su! ApecloJdsaolnapA1,91esgj!nnpaddinbesifueu!yoewJannod Ile1eglulelJaoaNewIlegssaaRoldwaiiyJoslnJadnsappoww! Jlagjo;lsuolppuOo vanspodwll!MpuespJezeggIleaq4uasaJdejgolgnneaJea}elpaww! J!agju1suo!l!puoo IeIuawuoJlAuaseIIaMse `suolI!puoopue '}uawdinba 'saoijouid -alesun9/uesgoI oflJaleaqll!MseaAoidwa11Jonnpeu6isseAIjewaouJiagl6uiwJo}JadjoasJnooaqjul f}!I!q!suodseNobAoldw3 •t, § JeabJofuawdlnbaBonsgsiuJnjo} sawbe;oulsra sJagjoJoaaRoldwaegl;oRjapsaqjeinsue01JeabJojuawdinbeAue;oasnwinbaJ IVHSOIQuo!}ewllsa041ul 'I!unaqjuiaaAoldwauejosagnpjuewAoldwoeqjpinogS juawdlnb3AjajeS '£ § AalolIJdSNIPI, § 10U01jelolAaaq01panailaquoil!puoo AuebuilJodejjojInsaJaseIsulebepaleulwlJoslpKennAueuiaqllegsaaAoldwaON uollGeulwlaaslQON •Z § WetleJapa} JoajelsJapumpaldope suolleln6aJJonhelleJapaIJo1alelsAqpasodwis}uawaJmbaJuoijellues pue 'Alojes 'gl,leeqIleqj!mRldwoopue01wJojuoolleqsseaAoldwopuejoulsia aoueildwoo •y § A13=IHSfA3101JLNV uoijeJ;slulwpe1006uegoa (£ Jo 'salRIsjuawa6euew 4oA}!I!q!jedwooui (Z 'Roua6e6ujAoldwaaqj10salallodJoS1206,40uo!jejuawaldw! (l panouJeJeqAmja1g3aJ13asuoseaJAJoIoelsps10Js!lanpsnegxa-uouasi6umollo4aq} 1egj sap!AoJdpue `leaddeaA1JeJ}s1u1wpeJo} ApnlJoddouepue 'IenawaJJob. (s)uoseaJay; 'aotJou ual;!JmJayJow!q6uipJo}jeInoyj!nnpanowaJaqjouueo4aig0aJlda 'ziOB-iaqiaapun •sig6tJ 2f08dliepapJojjeaqII!nnpueyO83agI.Japunuopa}oJd01polIgUGs1Ia!q:DaJ13ayl 'JananhoH sampaooJdau11dloslpleaauabageoljoafgnsjoupue .jpmIV,, paJapisuoos1,191gOan3aql 108d) ;,sg6lljoII!8s,Jajg649ju„ ay; se04paJJGJGJAluowwoo 'Zgz£-o9Z£ suol;oasapo0 IuawuJanaOeluaollle0q;!nnswJojuooampeowdslgl 'AI)(XalnljIauuosJad101ASIGspuewe yoignnampeowdfueuildiosipe' pajdopepuepaJJa}uoopue ;awGALL] uo!u[1puemJi5lQ 3NIldIOSIaA91311MV basjoo9Zl• § d00Aq oupue 'N4Wsiq} AqpauJano6aqllegssbuipaaooJduoijeJ1lgJeaqjjo }onpuooaql -96 lo!Jjsr agJ10Ja0!40aA1jn09x3Ja1L0aq# 01pueJa1g0aJidaq}, of `aaAoldwoeqjofuoiuido 6uipuiqay} I!wgnsllegspue '94ndslplesanssiaqj6u1pae6aJuoiuidobuipulqe JapuaJ !legsJoleilpeeqj 'pJooaJeqjjoainsoloJapestep (Q£), A:p!gluegIJGIeloN '96 5. Smoking Policy Employees have agreed to accept and abide by the District "Smoking Policy," as written and approved by the Chief. ARTICLE VII MANAGEMENT RIGHTS 1. Scope of Rights It is understood and agreed that District possesses the sole right and authority to operate and direct the employees of District in all aspects, except as modified in this Memorandum of Understanding. These rights include, but are not limited to: A. The right to determine its mission, policies, and standards of service to be provided to the public; B. To plan, direct, control, and determine the operations or services to be conducted by employees of the District; C. To determine the methods, means, and number of personnel needed to carry out District's mission; D. To direct the working forces; E. To hire, assign, or transfer employees within District; F. To promote, suspend, discipline, or discharge employees; G. To layoff or relieve employees due to lack of work or funds or for other legitimate reasons. (any provision within this MOU, City rules and regulations or any other policy or procedure promulgated by the City or any Department of the City which prohibits the imposition of layoffs, is deemed null and void); H. To make, publish, and enforce rules and regulations; I. To introduce new or improved methods, equipment, or facilities; J. To contract out for goods and services; K. To take any and all actions as may be necessary to carry out the mission of District in situations of civil emergency as may be declared by the Board of Directors or Fire Chief; L. To schedule and assign work; M. To establish work and productivity standards. 43 Fire MEG MOU 2026-2029 6EW-9ZOznowJ3Wa-lzj J7t7 aqjjeyj6uipuelsjapunaqjg}Innsuolslnojdjoliedpapasjadnsjopapuadsnsaqj6ulpje6aj suoilego6auuado-ajo} 99j6esalpedaqj 'papasjadnsjopapuadsnsslnonsmjo uoisiAojdjoliedaAlluelsgnsAue11 -Agajag} pajoageaqyouilegsflOVYslgj10japulewaj aqjpue 'suoi}elnbeijoMelalgeollddegonsAqpapasjadnspuepapuadsnsaqpegs uoislAojdjoliedgons 'uoilolpsurtfjualadwoo }opnooAueAqalgeawolueunjopllenulaqof plagaslnruagjosljosJuaw}Oeua40uIsrpjo '81e1S 'iejapa32sogj10suolslnojdalgeogdde gonsgl.lnnwa}slsuoouljoiolijuooulslnonslgj10suolSIAojdjoliedNiue41 .Mel }ouIsl josuolSlAojdjuajjnoaqjpuesuoijeln6wpuesmelalelspuelejepa_qalgeollddeajnlnj pue }uannolieo} }oafgnsareseaAoldwapuenOWsiq; Legjpawl5epuepoolsjapunsi11 •y Mdi30SNOISIAOUdIX31311UV uoljoeinpmel jagjojo 'uoilnlosaj 'aoueuipjoalepdojddeAqpajuawaldwiaqllegssuol#lpuoopueswjaISj! pje08aqlAqnOWslgj10lenojdde6uinnollodAal1wesllulnonsmaojoJuapueanojdde ofpjeo8aqjabinofAlajejedaspueAllulofq}oqtiessaoauajesloejanajegMwjoj.jadof aaj6eojajaqsalpedeqj '10ljjsl 10sjo}oajlpjopjeo8aq; Aqlenojddeofjoafgnsslf]OWslgl SNO103NIad0 NVOEI3H1ASIVAONdddX31311NV aPOO juawuj9no0elwoJl1e0aqjjo "basja 'o05c § lapunaneqsalpedanljoadsajeqjsuoljebilgojo slg6ljjaq}oAue6uiloa} asepaLajdjajulaqofjouslalolpyslglsa6uegopasodojdssajppeol pappiaq /Lewssaowdjaluoopue }aawaqj 'salpedag110juaLueeibelenjnwaqjuodn1egjIGA9Mog ' papinojd :10849pueaojolllnjuiulewajnegs 'fIOWslgjAqpabuegoRlleogpadsjou uipapnlouljouajegolgnn `owiljuasajdaqjlesaaAoldwaaqjAqpaAofues;49uaqII`dS11= 13N38 :1030NVN31NIVWXI3-131labjeaA jadsawll (6) aajgjIsea1 le6LLEIVx9punpajmbajseuie6eseakidwapajanoodnoj0lieuouoijewaojuipajlnbajaqj aPlnojdIHMIOAsl ajldeqlpuealeppetssesAoldweaqjjosAeppCulgj!m6LLOVjapan pajinbajseaaXoldwaaqj }nogeuollewjojulaigelleAeliegjlnnsaAIJeJuasajdejdnoj0pajeu6lsap aq} apinojdlimnjoulsipejldaqj 'BAIJEJuasajdejdnoj0eqjofae' Aoldwannauaqjjojuawu6isse qofpueaweuaqIaplAojdliltsjoijlslaajl3aqj `awl; 6ullaawaqjueg4ja}elaseoou uljo 'bullaawag; 01joljd •seekidwepajanoodnoj0Mau141!mlaawo} awllpaldnjjapun10 saInulwp£ ofdoaneqIIIMaAIJBJUGsajdejdnoj0y 'jean( nnaua }opejsaqjajolaqjepualeo aapinojd11lMjoulsl aj13eql -jeanjadsawilgzo} dopoljad-IfedMauajopetsaqje Aepbui jonnisigaq} 6uijnpsjn000saaAoldwamau }obuipjeoqu0 -dnoj0aqj }ojagwawe6ulaq josipuaqaqjjuasajdpueaaAoldwepajanoodnoj0Mauaqj!Mjaawo} anijejuasajdejdnoj0) dnoj099/Loldw3luawabeuenaj13ajolssaoojd6uipjeoquoaa/Loldwaat4l 6uijnpawi} algeaej6eAllenlnwalesalnulw (O£) AplglaprnojdIlegsJouIsl aj13aq1SIHJIZI 33AO-IdW3IIIA3131INVpapuadsns aqjoullegssl4auaqa6u14AJEIGuowpuesalejahemJegj papinojd 'Aoue6jawapajeloapaqjjoawl, aqj6uljnppapuadsnsaq /Lew (101111slg4 JosuolSIAojdaq} `segdojlseleojellwlsjaq;ojo 'spoof. 'saenbgpee 'sjapjosipIIAlo ' SJOIJ `olpa#IwlljouInq '6uipnloul '}slxasuoillpuoaAoua6jawaIlAloawaj#xa1e1- 11paulwjajapslJljalgOajl3josjo10911 ,jopjeoeaqj10uoljajoslpalosatpul41suol} lpuo0IfouaOjai.u3 •Z § total compensation to employees under this MOU shall not be reduced or increased as result of this Article. B. District and Fire MEG recognize that under this MOU and in personnel matters not covered in this contract, the current District Personnel Rules as amended and effective shall apply. The Personnel Rules applicable to the Association shall not be changed for the duration of this MOU. ARTICLE XII TERM The term of this MOU shall run from July 1, 2026, through and including 11:59 p.m. on June 30, 2029. ARTICLE XIII NEGOTIATION OF SUCCESSOR MOU In the event either party wishes to negotiate a successor MOU, the parties agree that negotiations shall commence on or about December 1, 2028. Fire MEG Date Chad Comeau Fire Deputy Chief 45 Fire MEG MOU 2026-2029 Fire District Date Elisa C. Cox City Manager Peter Castro Deputy City ana er I Robert Neiuber Human Resources Director